How Best To Manage Remote Employees

Remote working has been the accepted standard for businesses in recent years.

However, many companies (big and small) have realised that managing remote personnel is anything but easy. Remote workers have found it challenging to separate business and personal life, according to ExpressVPN, a virtual private network provider and cybersecurity start-up.

ExpressVPN discovered in its’ poll that many remote-working professionals spend a significant amount of time each day checking and responding to personal emails, running errands, online shopping and browsing social media. While this research may be troubling for some businesses, it’s only logical that remote workers would do such things given that they have other duties to juggle within the working hours.

Companies must learn about the issues that remote employees encounter in order to better understand, protect, and manage their employees in order to become more inclusive.

Remote employees may often feel lonely and find it difficult to connect with their teammates or even their supervisors because they are not working in an office environment or meeting their colleagues on a daily basis. One of the most effective methods to combat this is for companies and managers to arrange weekly check-ins where they discuss any concerns that are affecting remote workers. Furthermore, businesses might make more of a point of celebrating their staff on particular occasions, anniversaries and company milestones.

Companies, for example, could send out gift hampers at Christmas to reward staff for their efforts. This initiative also hits home to employees at how highly they are valued.

Another concern that remote employees may confront is uncertainty regarding their career options and growth. Companies should set clear and well-documented career routes and goals for their staff to pursue in order to maintain openness. To guarantee that it is fair for everyone, these paths should be identical to the career goals of employees who are not in a remote-working capacity. This helps to deter remote employees from comparing their status with those who work within an office environment.

Additionally, remote employees must understand how important they are to the organisation and its growth. Companies may empower their employees and build an inclusive work culture by providing opportunities for them to voice their ideas and provide feedback, in addition to marking noteworthy days. Open communication channels, such as virtual town hall meetings, specialised discussion forums, and regular team meetings, can give a platform for remote workers to express their thoughts and ideas.

Furthermore, fostering an organisational culture of active listening and empathy is critical in demonstrating to remote workers that their voices are acknowledged and respected. Companies may guarantee remote employees feel heard, engaged, and involved by employing these strategies, contributing to a more collaborative and creative working environment.

It is also worthwhile to train remote employees’ managers on how to engage and enhance their relationships with their direct reports. Learning how to manage remote employees and making them feel appreciated and respected are soft skills that take practise in order to master.

Finally, while these activities will necessitate some work and effort on the part of employers, prioritising these efforts can improve the remote employee experience and satisfaction in the workplace.