Woodbridge UK
4 Ways to Manage
Remote Employees
Christian Lanng
In the past few years the number of employees working
remotely has increased significantly, according to a recent U.S. Census
Bureau report. Whether these employees are working
from home, shared work spaces or coffee
shops, research shows that remote workers
are often more productive than their office-dwelling
counterparts,
their job satisfaction is higher and they are less likely to
quit.
(Plus, it can help companies save a lot of money on in-office costs.)
I couldn't agree more. As the co-founder and CEO
of Tradeshift -- a global-business platform connecting enterprises
with their suppliers -- I find that the benefits of allowing employees
to work remotely go beyond increased production and
decreased office costs.
Employees given the option to work remotely tend to be
more loyal. In my experience,
people thrive when they know that their employer trusts
them and they tend to rise to the level
of responsibility and self-motivation required from a
remote worker.
Executives and managers, though, are presented with a
unique set of challenges
when dealing with remote employees, whether they are
remote full time or part time.
For example, employers may feel uncomfortable not being
able to watch or keep track of
remote employees throughout the day. They may also fear
that communication
will be more difficult if employees are not physically in
the same office.
Of course, each business is different and there is no
one-size-fits-all way
to manage remote employees. However, here are a few
things that managers can do
to have success with remote workers:
1. Implement a
formal policy. To make sure that everyone is on the same page,
work with your HR department to create a policy for
remote workers. Include specifics
such as when employees can work remotely, the types of
tasks that can be completed remotely and the expectations regarding how
reachable by phone or email a remote employee should be.
Setting up clear expectations is key to avoiding
miscommunication and abuse of policy.
2. Set up
instant-messaging systems. Allow employees to communicate with each other
from wherever they may be working by investing in a
corporate instant-messaging system.
This way employees can ask quick questions and send
simple reminders instantly
without having to send emails. This slightly more
productive communication tool
will help ensure that constant communication is as
possible remotely as it is in the office.
Some platforms businesses have used
include HipChat, Campfire and Chatter.
3. Enable video
communication. For status meetings or conference calls, encourage remote
employees to communicate over video. There are some great video calling
services available, including free Skype and Google+, which
cost nothing.
The real benefits here are nonverbal communication cues
which can lead
to less miscommunications and better relationship
building between colleagues.
Talking on a video chat also decreases multitasking since
both parties involved can see the other. This often helps with keeping employees
on track and focused.
4. Leverage cloud
technologies. One of the most important factors in how successful
remote employees can be is whether or not they have the
right technology. Ideally, employees should be able to access any files or data
that they can access in the office while working remotely. This may require a
number of different networks and servers depending on the size
of your company, but one good practice is to invest in
quality cloud technologies. If your company uses secure, cloud-based software
for everything from customer relations to invoicing,
employees will be able to easily access whatever they
need from wherever they may be working.
While I certainly don’t think that working remotely is
the right choice for every employee
or every business, it is definitely worth considering for
the right people at the right times.
If implemented correctly, a remote working policy can
lead to happier,
more productive employees, decreased office costs and an
overall healthier company.
https://www.entrepreneur.com/article/236196
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