As the modernized business world grows more reliant on independent contractors and remote employees, the patterns of leadership have to improve. Today’s administrator has to utilize every tool at his or her disposal to ensure every member of the company comes on the same page, whether in person or through calls. Here are some tactics to keep remote workers engaged and on-task.
- Pop-In Communication
Just because there’s no break room to share with remote workers doesn’t mean casual communication is impracticable. Take the time to check in now and then by an email, call or social media communication that isn’t about particular projects, just the to know about the employee’s state of mind. You don’t need your presence to become associated explicitly with job management.
- Know Their Needs
Remote workers can begin to feel apart or over-taxed if their demands for supplies, information and connection help with other units aren’t being satisfied. At least once a week, give some time to uncovering out what your remote workers need, be it a replacement drive or the best method to get in touch with a new member is through the tech support team.
- Flexible Schedules
Remote workers have diverse challenges than in-house workers. They have to manage their own work locations and take a more significant charge for their schedules. Numerous have to bargain with the added burden of caring for small kids, keeping their home in peace, or even maintaining value to their professional profile by pursuing their MBA degree.
Particularly in the cases of autonomous contractors and telecommuters in other time zones, keeping to your own in-house hours can be challenging, if not impracticable. Don’t constrain these remote employees to be available at times that aren’t feasible for them. Instead, trust in their capabilities to self-manage their time by establishing deadlines for real deliverables to be developed whenever the worker feels most prolific.
- Build Expertise
No one knows the requirements and specifics of being a remote worker better than an experienced remote worker. If your company proceeds to trend toward more remote employees and contractors, foster management skills in the members of your organization who have spent a good amount of time working remotely, this not only helps the maintenance of productive workers, but it also guarantees that any new remote workers you take on in the prospect will have a proven connection to the groups back in the brick-and-mortar.
- Rewards and Accountability
Without the social support of an office environment, remote workers will require other means to drive peak potency. Make performance periodically reviews a habit and keep your inbox open for feedback and concerns. Besides setting goals, offer incentives for enhanced quality, speed, and thoroughness of work. This will make your demeanor as a manager remembered, if in an imperceptibly more abstract way.
How well your remote workers work in your organization will depend highly on how well you know the unique requirements and difficulties of a telecommuting team member. Be understanding, courteous and determined to have the best, most productive remote workers and contractors possible.