The last two years have caused a paradigm shift to the traditional workplace setting. Yet, before the pandemic, remote work was also on the rise. Businesses saw a 173% increase in employees working from home from 2005 to 2018, paving the way for a more virtual office environment.
For the most part, many aspects of managing a team from home are similar to in-person, but there are a few significant differences worth noting. Here are five areas of focus for today’s remote employees:
Encourage a Work/Life Balance- When work and home are closely intertwined, it can be challenging to decipher where one ends and the other begins. But good leaders set and enforce work-related boundaries for their staff. This autonomy offers greater productivity, happier employees, and better output.
Provide the Right Tools- When many businesses canceled in-person operations during the spring of 2020, workers were left scrambling to set up shop in spaces they didn’t have. With this new, more permanent modality, it’s worth checking in to ensure your staff has the necessary tools to be most effective. Seek feedback on what technology is working and what needs to be updated. Your team will appreciate the initiative and commitment to their success.
Prioritize Connection- Employee morale still needs to be prioritized, but seek new ways to make it happen. Consider weekly email blasts with shout-outs recognizing team and individual achievements. Include staff birthdays, anniversaries (both work and personal), and any other positive news worthy of sharing. Show a vested interest in employees, and in turn, they’ll be equally vested in their work.
Avoid Micromanaging- Remote work requires a level of trust. You may not have eyes and ears on your team like before, but be confident they're staying on task and maintaining professionalism outside the office.
Further, many cite a preference for a remote workplace, making them happier and more productive employees. In Buffer’s, “The 2021 State of Remote Work,” over 97% of surveyed workers said they would prefer this option at least part-time for the remainder of their career. If your team is thriving, avoid micromanaging and trust the process.
Set Goals (And Assess Them)- Develop tangible ways to evaluate performance, but be flexible in your approach as needs change. Communicate expectations and metrics. Be fully transparent to strengthen trust with your team. And while most goals are business-oriented, don’t be afraid to create a few that are light-hearted and personalized for your team- everyone likes a fun challenge now and then!
The workforce model may have changed permanently, and while this presented many hurdles, there were many positives gained, too. Businesses are thriving, and employees are happy. Ultimately, that’s all any C-Suite executive could hope for.
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