For many businesses, remote working is a new reality. Whether forced into it because of Covid-19 or by the modern shift towards workplace flexibility, many business owners and managers need strategies in place to motivate remote workers.
Besides attracting the best talent with the workplace flexibility that remote working offers them, it can have financial benefits for your business too.
For instance, a business with remote work policies can save up to US$11,000 per person, according to Global Workplace Analytics.
Besides, 80% of employees want to work from home at least some of the time. The time is ripe, therefore, to set up people management processes for remote working.
Photo by Pavan Trikutam on Unsplash
At the touch of a button, we can now speak to someone from the other side of the world if we want to. A feat our ancestors would probably consider pretty magical.
Yet despite these technological advances, we still prefer face-to-face communication.
No surprises there. Considering 90% of human interaction is body language, face-to-face communication reduces misunderstandings and builds more meaningful relationships.
Set your staff up for success. Give them the best communication technology platforms, for instance, and ensure they’ve got a strong internet connection.
Communicate expectations up-front and check in with them regularly with 360-degree feedback surveys to adapt your strategy when different projects demand change.
Photo by Fab Lentz on Unsplash
Remote workers need to be more self-motivated than those working in an office. You will, therefore, need to set clear goals and track performance metrics for your employees.
Support the growth of their leadership skills to give them the confidence to make decisions, empower them to be proactive in their approach, and make them accountable.
The goals you set for them also need to align with your business values and ethos to help motivate your employees.
Acknowledge the work. Celebrate the successes. Be open and honest with feedback.
Photo by visuals on Unsplash
More employees working remotely means more management challenges. In particular, maintaining a positive workplace culture.
Don’t neglect your staff training and investment in their career development. Support them, for instance, by allocating a certain amount of time each month for them to focus on learning a new skill online. LinkedIn learning, for example, offers many courses that will benefit your staff.
To grow a collaborative team culture remotely, you need to get creative. You can always ask your staff for ideas but here are some remote team-building ideas to get you started:
As with any business challenge to employee engagement and workplace culture, the increasing reality of remote working for many businesses means you have to adapt your management strategies. Many existing employee engagement strategies can, however, be easily adapted to digital.
Has your business been impacted by the Covid-19 pandemic? Discover how we can help you.
Feature image by Kristin Wilson on Unsplash
"In a challenging role in a new organisation, coaching with Paula was the ideal time to reflect, problem-solve, brainstorm options and arm me with next steps in all areas - from staffing, internal politics and relationships to tackling key initiatives. The sessions were by video and face to face, both equally effective. Using video allowed for easy integration of sessions into my busy workdays without any hassle. Paula’s style of coaching quickly built trust so I felt safe being vulnerable, quickly getting to the heart of a number of issues and propelling me and my performance forward significantly!"
- Executive GM, People and Culture
"The last couple of years at batyr has seen incredible growth and the Balance at Work team has supported us along the way. They have helped us improve leadership skills across the team by helping us source and manage mentors, and even engaging as mentors themselves. As a young and fresh CEO Susan has also supported me personally with genuine feedback and fearless advice to achieve great things."
Sam Refshauge - CEO, batyr
"We used the Harrison Assessment tools followed by a debrief with Susan, for career development with staff, which then allowed us to work with Susan to create a customised 360 degree review process. Susan has a wealth of knowledge and is able to offer suggestions and solutions for our company. She is always ready to get involved and takes the time to show her clients the capability of Harrison Assessments. "
Jessica Hill - Head of People and Culture, Choice
"Balance at Work are the ideal external partners for us as they completely get what we are trying achieve in the People and Culture space. Their flexibility and responsiveness to our needs has seen the entire 360 approach being a complete success. The online tool and the follow up coaching sessions have been game changers for our business. The buzz in the organisation is outstanding. Love it! Thanks again for being such a great support crew on this key project."
Chris Bulmer - National GM Learning and Development, ISS Australia
"We use Harrison Assessments with our clients to support their recruitment processes. We especially value the comprehensive customisable features that allow us to ensure the best possible fit within a company, team and position. Balance at Work is always one phone call away. We appreciate their valuable input and their coaching solutions have also given great support to our clients."
Benoit Ribe - HR Solutions Manager, Polyglot Group
"The leadership team at Insurance Advisernet engaged Susan from Balance at Work to run our leadership development survey and learning sessions. Susan was very professional in delivering the team and individual strengths and opportunities for growth. Susan's approach was very "non corporate" in style which was refreshing to see. I can't recommend Balance at Work more highly to lead employee and team development sessions."
Shaun Stanfield - Managing Director, Insurance Advisernet