May 5, 2020
The six best ways to increase engagement in remote workers
We exist in an era in which the ways in which we engage employees shift continuously in parallel with their working hours. Technology and innovative workforce policy allow businesses to include remote workers anywhere and at any time. While this opens up a number of opportunities for work-life integration, it may also pose a number of specific challenges.
Around the globe, staff and the business can feel disconnected. This is especially important because critical correspondence and events such as full team meetings rely on what is occurring at head office. Considering that employees regard workplace culture and the ties they have with each other and the business as a key part of their job satisfaction, it is essential for their productivity and wellbeing that links are maintained. There are a number of effective ways to engage your staff better, so here are several ideas that will help:
- Set reasonable goals and create a culture of responsibility.
The efficiency of workers is largely founded on a clear understanding of their objectives. Remote workers are one step further away from the corporate culture of a business, and so it is even more critical to provide clearly written responsibilities and goals and to have one to one meetings frequently. The prioritisation of both of these activities helps remote workers to realise that they are an important part of the team- to ensure that they stay engaged and accountable even while their tasks and goals might change.
Giving the staff powerful teamwork resources can also help to create a culture of transparency by offering a cross-disciplinary perspective of how employees measure towards targets. This low level of overt peer pressure (also known as open pressure) allows team members to stay engaged – and provides a clear view of their role in overall team performance.
- Let employees monitor their plans
Flexible and varying levels contact can also lead to poor communication for an individual who is working remotely. To avoid that, precisely specified standards and time disciplines should be implemented for workers who work alone. It is necessary to bear in mind that working conditions at home for the worker are typically less regulated than in a workplace, and that the employee is likely to have to step away from work to care for children, take phone calls, or cope with an emergency in the kitchen amongst other domestic demands.
Once you’ve made the decision to have people work remotely, it’s not really a big step to then have them create their own schedules. A positive benefit of remote work is that it helps people to balance their various work and personal commitments.
So, pick a work-management platform such as Monday.com which allows you to customise automatic notification requests so that remote workers can “log” back. This enables them to submit feedback to project sheets directly without the need for productivity-sapping email conversations.
- Support Remote Employees function as a team
There is nothing like staying connected to help a community communicate and function more successfully. Verbal and non-verbal contact and touching base in lobby rooms go a fair way to getting things on board and progressing a project to completion.
However, as teams disperse around regions and time zones, operating management systems keeps every one on the same page, offering a real-time view into mission progress as well as future commitments and obstacles. Mobile staff can still use the iOS device on the website to track and change the progress of projects in real-time.
- Enable remote workers to focus on the mission
A remote workplace may be anywhere from a private, devoted workplace to an airport or corner cafe, and it is not necessary to have productivity-friendly settings. This helps employees to stay centered on research that add to the bottom line in order to improve their productivity, streamline, and simplify global processes.
You can also simplify routine activities with a work-out tool, such as budget acceptance and product plans, and remove emails. And automatic status alerts help you to recover time for recurring meetings on your calendar.
- Acknowledge their work
While remote employees have often shown how they can surpass the efficiency of their colleagues in their workplace, they are not always appreciated for it. So, make it a point to thank remote staff for their various contributions.
But don’t just leave it at that. Pay them a high degree of appreciation, so that those in the company recognise the important efforts that remote employees play each day.
Identify the major contributions of remote employees and allow the rest of the team to do the same. Appreciation and recognition not only increase staff engagement, but also have a significant effect on the bottom line of the business. Begin engaging every employee with daily bonuses and incentives.
- Develop communication
Communication is important, just as with anything in company and relationships. Remote employees are equally interested in the management of the business. Keeping remote workers aware of and involved in the process not only lets them know that they are part of a bigger group, but also that they have a strong stake in their organisation.
Remote staff are frequently omitted from networks because they are not present to pick up on things. Close this distancing with tools that reflect people’s roles and contributions.
Such tools allow people to monitor progress in real-time team databases and add details directly to tasks, utilizing work-management tools and automatic notification requests. Tasks scheduling is now automated, allowing teams to succeed, sharing the same knowledge and shortening project times. You can check out the list of a number of amazing remote working tools here.
Building an effective remote team requires a rethink of all of the company’s procedures and activities. If you are ready to go ahead and build a special organizational culture in remote teams, start implementing these six amazing ways to inspire and motivate your employees.