Working with the remote team is a tricky job for companies. Though the remote work culture has increased the talent pool, and a larger opportunity to work with the best talents across the globe has come up to the company doorsteps, yet the problem of maintaining fluid communications and enhanced access to the team by the remote employees is a challenge in itself.
To help the companies buckle up, prepare and lay a firm foundation to succeed in remote employee management, we have come up with some useful dos or tips for the recruiters to implement in their work from home employee management strategies.
1 . Slow and Steady Wins the Race
There is a much prevalent perception among the recruiters regarding the remote employees being not so productive, as the regular employees. Contradicting this notion, many pieces of research highlight the work from home employees to be as productive as the daily office-home employees are.
Still, if the teams feel that the remote employees are not up to the mark, the companies can put slow steps initially. And allow the teams and the company, and the new work from home employee to build mutual trust among each other. The process could be started with hiring a freelance candidate, and gradually after a sufficient period, offering a full-time role to him, when the company feels safe to rely upon and trust the new employee.
2. Examine the Efficacy of Process
From the remote worker’s perspective, he doesn’t have much access to talk to many coworkers when he is intrigued by any random company-related query. Unlike the regular workers who can find easy assistance and a workplace hall tour whenever he feels like it.
The companies should understand this scenario and put efforts to examine the efficacy of their business processes. The common questions that the companies should ask themselves are if the company and the team have an available option for the remote employees to access them online, how effective the company chats options are and is there a possible way out for providing a virtual tour to the remote employees.
Working upon these domains and strengthening them can improve the communication between the remote employees and the company, which can add to intensify the trust relationship between them.
3. Specify the Expectations Clearly
Clarifying the expectations and demands that the company asks from their employees, discussing the decorum, and being clear with the remote employees helps a lot. This prevents any kind of disappointment and disengagement from arising later on.
The companies should mention the time for which the remote employees are expected to appear online, the need for appearing over video conferences, and not only audio conferences, and much more should be elaborated by the companies.
4. Emphasize Over Benefits
Additional perks and goodies help engage and make the in-house employees feel appreciated by the companies. This not only helps to praise the good work of the hired employees but also attracts other talents for further recruitments.
This applies to remote workers as well. Health stipend, music, and video streaming stipends are some of the lucrative benefits which can be offered to the employees to make them feel that the company appreciates their hard work and value their presence and engagement with the company.