Some employers have concern’s that remote and flexible working means that employees will be less engaged and not as loyal to the business. Other employers have found that it leads to better engagement and increases retention. Whatever your feelings or concerns, flexible and remote working play a big role in attracting and retaining people. It can also help to create better business agility and businesses can become more responsive to change.
How do you manage a remote workforce?
Start by setting out clear expectations
Establish ground rules and expectations for how remote workers should work. How will interactions take place and how frequently? Set days for check-ins and when emails should be checked, particularly when someone is freelance or there aren’t set days of working.
Employees will need clear lines of accountability and goals should be regularly reviewed with monthly, quarterly and yearly targets. Support structures will need to be in place, with line managers trained on how to support remote workers, and how remote workers can access help within the organisation.
How will you stay in touch and communicate with remote workers?
Regular check-ins and continuous feedback will be key to successfully managing these workers and in building strong working relationships with them. It is particularly important to keep meetings scheduled in and don't make a habit of cancelling them. Someone who is not based in the same place as you is likely to feel disconnected without regular contact.
Where and when possible, organise a face-to-face meeting, especially in the early stages of the working relationship. When this is not possible use technology and have a video meeting to really build familiarity.
Take the time to get to know your remote workers. When you are based in the same location as someone there is more opportunity to have informal conversations, those tea breaks and water cooler moments will naturally occur. When you have a scheduled catch up with someone working remotely, make time for some informal chat.
If you are faced with time-zone constraints try to rotate the schedules of meetings so that no one team or individual is always disrupted.
You should apply the same criteria to remote workers as you do to members of the team based in the same work space as you.
Do all employees have the same access to resources and training?
Have you assessed how supportive the organisation is for remote workers? Do they have the same access to technology, processes and training that other employees have? Just because someone is working remotely they will still require training and the opportunity for advancement that their colleagues have. Make sure you are creating consistency and fairness for all workers.
Are you using technology to support remote workers?
Advancing technology has really eased issues with remote working. Being in the same location is far less relevant than it used to be, and teamwork is achievable without all being in the same place. It can save businesses a lot in time, miles travelled and the associated costs with this.
Collaboration tools can make communication between groups and individuals much easier and allows people working in different locations to collaborate and stay updated on projects in one easily accessible place.
Embed your company values and have shared goals
To build a successful team you need to ensure that everyone is given the opportunity to be heard and that they are listened to. Embedding the culture and values of your company will inspire behaviour and by creating shared goals and a company vision you will give employees common ground to become part of a team working together.
Take the time evaluate your flexible working provisions and ensure you are providing remote workers with the same access and benefits as other employees. If you would like more advice on what you can do then contact us here or give call us on 01233 662651.
This week is National Work Life Week for more information about it and what you can do as an employer visit Working Families