Guide to Remote Employee Management: Top Tips

Work from home is the new normal, and 94% of companies have experienced better productivity among employees after shifting remote. However, it is not easy to manage all WFH employees.

By Amanda Siemson Jun 2 2021 4:04PM 404 Read

5 Remote Employee Management Tactics for All WFH Employers

To effectively lead a remote team, managers may discover that they need to relax their grip a little while still holding people accountable. It's also beneficial to be open to experimenting with technology and meeting formats. In other words, whether planned months in advance or in response to a natural disaster or a worldwide epidemic, successful pivots to virtual work need managers' willingness to rethink how they lead their teams.

Today, we'll solve the issue and discuss five primary remote employee management tactics for all the employers & managers.

Work from Home Employee Management Tips

1. Clear Your Work Standards

Some productivity criteria will be job-specific, while others may be company-wide. A company-wide policy can be that all customer emails be replied to before the end of the day or that everyone is accessible for meetings and phone conversations between 9 a.m. and 5 p.m.

Individual criteria must be examined and documented, even if only informally.

Example: You and your working team may establish that each developer assigned to a project must submit code suitable for testing within five working days. Any deadline that cannot be reached must be communicated within 48 hours.

2. Have Trust

Companies are sometimes hesitant to accept a remote workforce because they are unsure whether the task will be accomplished at the same level as if they were in the office. Set up work-from-home standards, such as emails must be returned to within 24 hours, utilize text for urgent problems, and no calls between specified hours to ensure teammates are not working around the clock, to battle this idea. Have faith in your employees and be clear.

3. Be Connected

It's all too simple to consign remote employees to second-class status. This may be handled through virtual meetings and employee collaboration. Consider providing distant employees with a local point of contact in an environment where communication and connection are valued.

4. Employee Mental State

One aspect of emotional stability and strain is that certain employees are more prone to stress-related disengagement and productivity failures. Managers could foster a feeling of social connection among staff, such as spending time catching up via video chats. HBR even suggests holding periodic "virtual pizza parties," Pizzas are served to all distant team members during a shared video conference.

5. Help them Manage Everything

Some employees are more inclined to delay, become distracted, or fail to manage their time effectively. Managers must collaborate closely with these staff to develop clear performance standards and daily goals. A healthy dosage of patience is also essential. Remember that many of the employees who are laboring under these conditions would like to return to the office; they did not select to work from home. Through incentive programs, it may be possible to provide employees with something to strive for - a positive outcome to strive for.

Importance of Work from Home: Pre & Post Pandemic

  • Before Pandemic Employees that work remotely do not report to a physical office. They continue to work their regular hours, however, from home. Many businesses were reluctant for workers to provide work from home for many years. Employers desired to keep their employees in the workplace, presumably because they were concerned that they would waste their time doing laundry, watching TV, or doing errands. Business owners and managers were also concerned that collaboration would dwindle and productivity would suffer.
  • After Pandemic Many of those fears, however, proved to be unjustified, at least many months into the significant transition to remote labor prompted by COVID-19. According to a Mercer study, before the pandemic, just one in every thirty organizations had at least 50% of their employees working remotely. It was one in three as of late August 2020. 94% of the firms polled claimed productivity has stayed the same or risen since employees began working remotely.
Key Takeaway

Remote work was formerly considered a benefit, but the COVID-19 epidemic has made it mandatory for many employees. Many businesses, however, want to maintain remote work agreements in place even after the coronavirus due to its cost-saving benefits.

Amanda Siemson
Amanda Siemson View More Posts

I am a literary journalist whose stories on human behavior and public policy have appeared in Slate. I am writing a book about family issues and is about to get published next year. Apart from this, I like skiing, and other snow adventure activities. I live with my kids in LA, US.

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