How to Manage Remote Workers

Whether your staff are hybrid or completely remote, managing an off-site workforce is a little different to managing in the office. With an increase in flexible working patterns made possible by advanced technology, many businesses find themselves needing to pivot their management style.

For the employee, telecommuting or working from home eliminates the stress, time and costs associated with getting to work as well as providing the flexibility that many crave. For employers, hybrid or remote working can help cut costs when it comes to investment in technology and office rent.

But if you’re a manager responsible for these workers’ performance, work-from-home employees may present a number of challenges. Do you feel like you can’t trust what you can’t see? Perhaps you just want more training on how to monitor and support those at home. Either way, a little guidance is needed to help you navigate this new way of working.

Top Tips for How to Manage Remote Workers

Once managers can trust off-site workers to get results, they often see the benefits. With the technology of today, there are many ways you can communicate as a manager with employees working from home, so embrace it.

Here are a few our top tips for managing remote workers:

Set expectations. Making sure everyone is aware of what is expected of them in terms of output, availability for calls, and check-ins right from the start helps build a healthy hybrid or remote working culture. Since employees have more limited access to you as their manager or to their colleagues when they’re not in the office, eliminating as much confusion as possible is important.
Communicate well. Good communication is key. Regularly schedule calls or video meetings to check in with your team about progress or questions to make sure you’re always in the loop. Many companies use handy chat software to stay connected when working out of the office.
Use virtual meetings wisely. But don’t flood people’s time with unnecessary meetings. You don’t need to constantly see your team to know they’re working. Allow people time to do deep work.
Encourage social interaction. If you have an office space, you might consider a hybrid workforce whereby employees work on-site a few days per week or month. This can support team building and build rapport.
Build and foster trust. Trust is the most important thing you can build with your hybrid or remote team. If you have a concern about an employee moving to off-site work, consider a trial period and work together to access the outcome.
Focus on outcome. Being more concerned with the work that’s delivered than where it’s done is a great way to show that you trust your team. Set goals with you direct reports accordingly and track them periodically.
Be flexible. Because your remote team can skip the commute, you may have people who like to work early-morning hours (perhaps before getting the kids off to school) or late into the evening. Being flexible with schedules can foster improved productivity, but make sure everyone keeps that communication up during normal work hours.

Motivating Remote Workers

Working remotely can affect motivation for some employees. Although they’re getting on with the work, some may feel isolated while others thrive. Motivating your remote team requires addressing both their professional and personal needs. While clear communication, regular feedback, and recognition help you may also consider:

Offering skill development opportunities
Career mentoring sessions
Encouraging virtual collaboration
Organising online social events

However you approach managing remote workers, talk to your team regularly and adapt when needed. This approach to your workforce can really pay off, improving employee retention and boosting productivity.

Grow Your Hybrid or Remote Workforce

A pro at managing remote workers? Expand the expertise in your team and post a job on Monster to find your next new hire. We have an extensive database of candidates so you can find who you’re looking for in no time. Trust us to find the right fit.