11 Tips to Manage Remote Employees
11-tips-manage-remote-employees-pagarbook-blog

In 2020 everyone’s life got changed. And when it comes to the employees and employers, who consists the highest percentage of urban population in any city, is affected the most. This year world experiences the need of remote employee management the most.

Almost in every country economy got derailed cause of this pandemic, but thanks to already evolved technology, who made this possible to work from anywhere.

In countries like India, where people used to stay out of their hometown for employment and a better lifestyle, they had to take a break and head back to their hometown. We are not disobeying the fact that; many individuals lost their jobs in this scenario but again people should thank to technology who had job and option to work remotely.

pandemic-job-loss-graph-india

Still, many organizations prefer the remote work environment for employees. But with this they had to face the challenge of managing the remote employee. At least most of them must optimize themselves for this new method of work.

Here we are suggesting some important tips, which will help you to manage your remote employees.

Whatever your expectation out of your employee, let them know

It will be a bit unfair with your employees, if you’ll judge their performance without letting them know what you were expecting from them?

Be clear about what you expect from your employees, so that they all know what you are expecting.

For example, the frequency of reporting, whether reporting is required before the end of day, and whether business hours should be recorded.

Some leaders ask team members for daily reports, while others find weekly reports sufficient. Let your team members know what you expect and be aware of it.

Document your communication plan

In addition to sharing expectations individually with each member, it is also important to document the communication process that remote employees can see.

For example, it outlines what questions and problems should be chatted or emailed, and when group meetings and video calls are needed.

lso, describe in detail the expected time to respond to the email during working hours (such as responding to the email within 1-3 hours during working hours).

In managing the remote employees, communication is the key. To set up a communication process could be hectic for first few days but, it’s important and people will get used to it.

In 2020 everyone’s life got changed. And when it comes to the employees and employers, who consists the highest percentage of urban population in any city, is affected the most. This year world experiences the need of remote employee management the most.

Almost in every country economy got derailed cause of this pandemic, but thanks to already evolved technology, who made this possible to work from anywhere.

In countries like India, where people used to stay out of their hometown for employment and a better lifestyle, they had to take a break and head back to their hometown. We are not disobeying the fact that; many individuals lost their jobs in this scenario but again people should thank to technology who had job and option to work remotely.

In 2020 everyone’s life got changed. And when it comes to the employees and employers, who consists the highest percentage of urban population in any city, is affected the most. This year world experiences the need of remote employee management the most.

Almost in every country economy got derailed cause of this pandemic, but thanks to already evolved technology, who made this possible to work from anywhere.

In countries like India, where people used to stay out of their hometown for employment and a better lifestyle, they had to take a break and head back to their hometown. We are not disobeying the fact that; many individuals lost their jobs in this scenario but again people should thank to technology who had job and option to work remotely.

manage_staff_free_pagarbook1

Frequent Communication is great for team and remote work culture

It’s important to interact directly with remote employees at least once a day, including email, chat, phone calls, and video calls. Leaving remote employees for long periods of time makes them feel left behind and more likely to discourage their work.

This may lead to poor performance and turnover. Having a consistent relationship with each team member, whether remote or not, allows them to feel that they are part of the team and valued.

Regular Team Meeting

It’s important for team leaders to schedule the regular team meetings, and in your communication document or SOP, team meeting should be integral part.

Foster a sense of team unity and connections between members by holding regular group meetings and live virtual events, regardless of whether the team is teleworking all or only part of it.

Is essential. Through these meetings and events, members will get to know each other, build relationships, collaborate and communicate on a regular basis.

Team meetings also allow remote employees to share their thoughts and eliminate miscommunication about projects and expectations.

Transparency is much more integral now

Members often see leaders as a code of conduct in the workplace. In other words, if the leader is open and honest, the members are more likely to do the same.

Making transparency one of our team cultures makes it easier to build relationships of trust with all members. And I think that members can talk to the leader with confidence when they have any questions or concerns, and at the same time the leader will speak openly to himself.

It is important that this transparency is equal to all members. For example, if you have news to share, let all team members or employees know at the same time. This is to prevent some members from feeling that “I wasn’t taught to the end” or “The leader may have intentionally hidden the information.”

Your relationship with team is directly proportional to employee’s performance

In remote working environment if you want to manage the remote employee productively, then a good and health relationship with your employee could be the key.

Take the same amount of time to get to know each member, whether they are remote or not, whether they have hobbies, interests, or career aspirations.

Phone and video calls can put you under pressure to focus on your work during a conversation, but like a face-to-face meeting, take some time to chat at the beginning or end of the meeting…

Lightly asking about weekend plans, talking about family members, and asking about future vacation plans will help members feel free to talk to their leaders and get them into work.

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Get help of Technology to neglect geographic constraints

You can also build a community by leveraging the technology companies are using to enable remote work.

Use those tools for more individual interactions, or create spaces for individual chat groups, online forums, etc. to talk about non-work during breaks and build relationships.

You can also make a remote version of what you normally do in the office or other workplace. For example, if your company has a habit of singing “Happy Birthday” to employees, get together on a video call and sing the same for remote employees.

Try to spend One-to-One time with your employees

When you’re busy, it’s easy to think that one-on-one individual interviews aren’t important, and you can easily cancel or postpone them. However, such meetings are very important for effective management of remote teams. 

Remote members often miss small updates and extraordinary meetings in the office, which may results them not be as up-to-date as members working in the office.

Schedule individual interviews weekly or biweekly, giving each remote member at least 30 minutes of time to focus. Use this time to share your questions, concerns and ideas.

Try to keep all your remote employees in the loop

When working together in the same office environment, conversations between employees occur naturally.

Conversations in the hot water room, during breaks and at lunch can sometimes be a place to share important information. If you have such an important conversation, please inform the remote members as soon as possible.

Make sure that remote members are also involved in important discussions about the company’s goals, visions, and plans. Otherwise, remote members may feel alienated or underestimated.

Perform regular employee satisfaction surveys to find out how remote employees feel about their work environment.

Don’t be bossy or try to micro-manage

For employees, autonomy is part of the appeal of remote work. However, if you are not together in the same office, you may think, “Maybe you are not working” or “You may not be working on the work entrusted to you.”

Anxious leaders can develop into micro-management behavior by over-speaking and getting them to report progress more and more than necessary.

However, over-controlling remote employees can be stressful for both the managing and receiving parties, and remote employees may find themselves untrusted. Focus on outcomes and goals rather than managing employee behavior. You may not need to stick to your work style, if your employees complete their work within a set amount of time.

At the same time, be careful if remote members are wasting time, unable to manage their workload, and not taking advantage of the autonomy of remote work.

Some people may not be able to control remote work well. In such cases, it is important to notice the signs as soon as possible so that the productivity of the entire team is not affected.

Be open and reachable as much as you can for your remote employees

If you are a remote employee, especially if you are working in a staggered environment, you may be worried that contacting you outside the scheduled meeting time may get in the way. The solution is to create an “open door policy” that can be contacted at any time, regardless of remote or non-remote employees.

Employees in the same office can see if the leader is in a meeting, having lunch, or on the go.
But for remote employees, it’s hard to tell if the leader is at work. It’s not easy.

If a remote employee is trying to reach you and is having a hard time, try to respond as quickly as possible.

If you are new to managing remote employees, you may often remember them at first. However, following these 11 tips will help you establish an efficient system, facilitate communication and lead all employees to maximum success.

Still Not Using ‘PagarBook’ for Employee Management?

Prashant Kumar

Prashant Kumar

Associate Growth Manager

Prashant is Associate Growth Manager in PagarBook and manages all the organic web presence for brand. 

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