Economics/Business

How to engage remote employees/10 Tips engaging remote employees

The main issue with remote work is productivity. The fact that employees are out of the office does not mean that they are not productive, that they deliver less satisfactory results or that they stop working as a team. In this article we will provide you how to engage remote employees?

Thinking about this scenario, there are mechanisms and actions that need to be employed to keep the engagement and delivery rates of remote employees at a satisfactory rate for the organization. Read on and find out how to keep your team engaged:

Remote work is reality

In past decades, remote work was a rare thing to see in companies and was often linked to a lack of professional commitment. However, it is increasingly common and began to become a trend as people sought a better quality of life.

A study conducted by Global Workplace Analytics and a job site in the United States, from 2005 to 2017, found that remote work grew by 159% among the population. In 2017, 4% of the US workforce already worked remotely, and in 2015, this number was 2.9%.

Between 2019 and 2020, a period in which companies had to adapt to the digital reality and, therefore, from home office, the numbers referring to remote work grew exponentially. According to a survey released by the Institute of Applied Economic Research (Ipea) , in Brazil, 11% of the active population in the labor market carried out their activities remotely between May and November 2020.

Faced with the great change in the way of working, one of the challenges of people management is figuring out how to motivate a team that performs its tasks remotely, maintaining or exceeding the levels of productivity and collaboration of the organization’s face-to-face teams.




Why it’s important to engage remote workers

The human workforce is a company’s most valuable resource, so it’s very important to keep employees engaged. A motivated and satisfied team leads to greater productivity, a better organizational climate and, consequently, reduces turnover and strengthens employer branding – factors that contribute to the company’s success.

When it comes to remote employees, the challenge is even greater. Managers and the HR team must work together to reach professionals at a distance. Among the best practices that managers and HR should start with are:

  • continuous monitoring of the actions of each team;
  • constant and informed feedback to employees, both positive and developing;
  • dissemination and maintenance of a communication channel, so that it is always open;
  • monitoring of workflows.

By promoting such practices, the chances of employees feeling unmotivated or lacking a direction are reduced. Being close to people and opening paths that facilitate the day-to-day at work are the keys for engagement to remain high.

Tips on how to engage remote employees

To maintain engagement in remote work, the HR team and managers must dedicate themselves to the application and development of strategies that contribute to the well-being of employees, both in the corporate environment and in their personal lives, directly impacting their productivity. .

Here are the top tips on how to engage remote employees and achieve high levels of performance:

1. Align Expectations

Before hiring a professional, it is important to align what the working conditions will be and also discuss what your preferences are in the work environment, to ensure that both sides are on the same page regarding expectations for remote work.

While many employees appreciate the option to work remotely, others may still prefer the face-to-face option. So, before admission, ask questions like:

  • Have you ever worked remotely? If yes, how did you face it?
  • Do you have a conducive environment to work?
  • What would be your biggest challenge working from home?

When both sides make it clear how they deliver their best results, it is possible to manage adaptations that serve both the professional and the company, leaving all parties satisfied and aligned.

2.  Guide Employees

Like the face-to-face employee, the remote employee must be guided during onboarding and during their daily activities.

Without objective directions, doubts can arise that hinder the flow of routine and affect performance and, therefore, the company’s deliveries and results.

At first, it is essential to inform professionals about basic issues regarding working hours, schedules, who they should report to on certain matters, the tools they should use and other issues that are part of the day to day of the company. company.

Don’t forget to leave a specific channel so that everyone can ask their questions when they arise.

3. Invest In Technology

Among the issues that enable the success of remote work, technology is one of the most important.

With the right tools, employees can perform their duties in the most appropriate way and wherever they are. In addition, the issue of information security gains a lot of strength in the remote work model: as access to company information – including sensitive – is done from a home network, it is essential that all care is taken to protect the company.

Therefore, investing in technology means both having adequate devices and assembling a trained and engaged team.

4. Pay Attention To Communication

Communication, whether between teammates or between areas, is another fundamental pillar for remote work. Even at a distance, it is of paramount importance that the company’s people are aware of the same events and the same ongoing actions, so that the work of one is collaborative with the work of the other.

Thus, in addition to the tools to carry out their activities, it is important to provide employees with the means to exchange ideas, information, be notified about important issues regarding the company and even to hold online meetings.

With objective and structured communication, people will have more visibility of what happens and will be able to act more assertively.

5. Stimulate Self-Management

With employees working remotely, it is important to encourage team autonomy.

When making routine decisions independently or carrying out procedures without necessarily consulting managers, the employee speeds up processes and also develops their leadership skills.

For this to happen in the most appropriate way, managers and teams must be in constant contact and information must be shared. Thus, autonomy is given to the employee, relieving the leaders of day-to-day processes and allowing everyone to be more strategic in their actions.

6. Create Workflows

As well as self-management, having a work routine aligned and strategically defined among team members contributes to better time management, allowing results to be achieved in a more agile and effective way.

For this, it is important to align the responsibilities of each employee, determine the flow of activities, delivery deadlines and which tools and channels will be used for everyone’s communication.

7. Encourage Team Culture

Work to create a unique culture with your remote team. Develop common values, ways of working, and communication and recognition systems to help keep engagement levels high.

It is important not to lose sight of the impact that recognition of good work has – whether in person or remotely. Remember, the best way to motivate people, no matter where they are, is to recognize and reward them for their accomplishments.

Another tip is to promote face-to-face meetings with the remote team, whether in the corporate environment or at get-togethers. The frequency of these meetings must be decided jointly and according to the possibilities among the collaborators.

If everyone lives in the same city, they can happen once a month. If people are in different locations, a good alternative is to organize meetings at least once a year, according to the company’s budget for employee travel and accommodation.

Remote work brings many benefits, such as quality of life, less time spent in traffic and proximity to family. Still, there’s nothing like a face-to-face conversation with that coworker we haven’t seen in a while, right?

8. Make Personal Connections

Always keep in mind that employee lives are much more than job responsibilities. Make an effort to get to know your team members, their interests and hobbies, for example.

If both parties wish, they can interact outside the corporate environment, either in person or through social networks.

In general, in the virtual environment it is possible to understand the employee’s personal issues that, in an office context, he would calmly talk to his co-workers, but, given the distance, he is not open to doing so, such as saying goodbye to a pet. or what were the adventures of your last vacation.

This information, even in an online meeting, can help break the ice of the conversation and connect people.

9. Offer Personalized Benefits

For those who work face-to-face, there is great concern in making computers, chairs, tables and other materials available to build a suitable work environment. For remote work, this is no different.

A great alternative to deal with this issue is to offer home office assistance, providing credits for the purchase of furniture or for the payment of basic bills that have increased with remote work, such as energy, water, gas or internet.

Additionally, focusing on employee well-being is one of the biggest trends in HR . Make sure, then, that the benefits offered by your company also include your physical and mental health. Among them, we can highlight the birthday day off, gym allowance and therapy allowance.

Through the benefits, it is also possible to humanize the relationship between employee and employer, opening possibilities for their family, such as the extension of the health plan for partners and dependents, the expansion of paternity leave and day care assistance.

10. Apply Surveys

When investing in all these strategies to engage remote workers, be sure to apply satisfaction surveys to analyze employee approval and uptake of these measures.

Allow them to provide feedback and, with the data in hand, it is possible to adapt whatever is necessary according to the needs of employees and companies, ensuring engagement rates that benefit both parties.

We hope that you have understood How to engage remote employees ?

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