Keeping Remote Workers Engaged

Older managers and leaders may feel more comfortable with having all employees on-site. But more employees, at different points in their careers, want and need the option to work remotely. That can be challenging for team leaders.

There may be misconceptions about remote work, even outright bias. 

• There is no evidence to show that remote workers are any less productive or less engaged than those in an office setting. Like those who show up in person, there will always be employees who get the work done and those who are not as productive. 
• Some leaders may think that remote workers need additional tech support or special equipment. In most cases, that is not true. Most IT departments can log in remotely to a desktop on-site or in a home office. They don’t physically have to see or touch an employee’s computer to fix something. And the computer the company buys for someone on-site is usually no different than the one for a remote worker.
• Challenges with staying connected are also often exaggerated. No, you don’t bump into people in a hallway or in the lunchroom. However, sharing a calendar with the boss or manager and team members helps everyone understand when a remote worker is available. There can also be protocols about regular, scheduled video chats and check-ins. Good protocols using CRM systems can also be helpful, so that everyone in the company working on a client project can be up to date on what each person is doing. 
• Some leaders may assume that remote workers are always in workout wear or even pajamas. Clearly, every company should have a dress code that also applies to remote workers. Your remote workers should reflect your working environment, and that includes how they show up on video calls.

Addressing any myths or misconceptions can then allow you to have a real plan around supporting employees who are working remotely.

Having some type of CRM system can be key.  If used properly, it gives a clear picture of what each employee is doing and potentially how they are interacting with team members. For a manager who is used to seeing everyone in person, the CRM system helps them understand that the remote workers are contributing, even if they are not right outside their office, and what they are doing.

It's important to have clear work policies around remote workers or those working a hybrid schedule. Remote employees and their other team members usually need to have the same hours and availability requirements.  However, there may be some positions that don’t require specific hours or a different schedule than in the office. If there is an option for them to go to a co-working space or a flex space in your office, outline access, when they can use those spaces, and how to reserve space, if needed.

Because in-person managers and team members may have the opportunity for quick, informal meetings, it’s important to have regular scheduling check-ins and 1:1s to keep remote workers connected and ensure that everyone has the same information, knows the KPIs, and any goals related to their work or a team project.

Other key considerations. 

• A more focused approach to making sure remote workers are getting “recovery” time. They may need more guidance about when to step away and recharge. 
• Make sure the company recognizes great work done by remote employees as much as those in-person. 
• Find ways to creatively bring together teams remotely to build work relationships.

There is no question that remote work is here to stay. It isn’t right for every job or company. However, flexibility to work from home is something that many quality candidates want. Providing a more flexible approach to where your employees are working can be a big plus for your company. With the right approach, your remote workers will be as productive and connected as those coming into the office.