Leading a Remote Workforce
We have written about gratitude, the new normal, and burnout. Are we over this yet? I know we are all over it, but the reality is, this IS our new normal. We may get back to some normalcy, but what remains is our reality, and will it be different.
With this new reality, we need to learn to lead and manage our remote employees more effectively. So how do we perform this successfully without becoming micromanagers?
Two key ingredients in managing remote employees will always be trust and communication. Though remote working supports employees’ work-life effectiveness and their current health, we need to ensure that employees have the tools to be successful in their positions and that we continue to be effective leaders while managing and keeping employees happy and engaged.
Though remote working is helping us stay engaged and focused during this crisis, we need to consider tools to ensure we are competitive in each of our industries we serve with this drastic shift working remotely.
So how do we adjust and still maintain while creating an engaged culture in this remote working environment? Please find a variety of ideas to start including in your culture listed below:
E-Learning - Providing e-learning for employees even while working in drastically different environments shows investment in their careers. There are so many options out there that allow us all to learn and advance in skills, behaviors, etc.
Project Management Tools – Providing daily item checks or project management tools to ensure employees know what their responsibilities are or allow you to see where they are at in a project is a fantastic way NOT micromanage. Here are some options that are tried and true. All allow for initial free trials:
Asana
Monday.com
Insightly
Providing Feedback – It is essential that you are communicating with your employees about their performance and that they have an opportunity to ask questions and get help. Moving to quarterly and less formal performance reviews is ideal currently. This move creates communication and a time to ensure all are on track. Some managers have moved to 15-minute weekly or bi-weekly check-ins to ensure employees have the support they need.
Work-Life balance – As we have talked about how we are all a bit burnt out to make sure employees are taking time off and taking breaks. Breaks will spark new ideas, ensure employees do not hit burnout, and make sure you are getting your ideal employee.
Remote Work Policies – Though most of our workforce has made the move into remote working situations, you still need to implement remote working policies. You need to consider what your policy will look like and what expectations mean in the new environment. Consider what locations your employees can work (e.g., home offices, while traveling), how many days per week or month they should remotely work if coming into the office on a limited basis, and how you will manage when employees are in the office? Finally, you will need to consider how this remote work policy impacts timecards, time-off breaks, and overtime?
Now that you have shifted to a majority remote working situation for now and for the time being, you will need to consider other items that impact the remote workforce. Here are additional issues to consider:
Equipment Rules and Regulations - What process must employees follow to request and receive equipment and supplies? What types of equipment, supplies, and software will this include? Should you consider establishing a safe and ergonomic office set-up? What about the security and maintenance of company equipment and software use? Most importantly, you must take inventory of what your employees have in their possession and track them.
Workers’ Compensation, Liability Insurance, and all Other types of Insurance - What is your company’s policy covering personal injuries that occur during a telecommuter’s workday? What impact, if any, does a telecommuting schedule have on compensation and benefits?
Dependent Care - What guidelines will you put in place for dependent care arrangements while telecommuters are working? For example, will you require telecommuters who work from an at-home office to arrange care for any dependents in the home 100 percent of the time during their work hours?
Confidentiality - What measures will you implement to ensure that your company and its customers’ materials are safeguarded at the telecommuter's work location?
Tax and Insurance Issues - Typically, it is the sole responsibility of the telecommuter to determine any income tax implications and to evaluate and cover insurance needs related to an at-home office.
Terminating a Telecommuting Schedule - How do employees request a return to a company work location? When can they request this? Will they be able to return immediately? What is the process if a manager decides that business needs or employee performance no longer support a telecommuting schedule? How much notice will be given if an employee is requested to return to a company work location?
Though by moving to a remote workforce, we are making a tremendous impact on tampering the impact of this crisis and we are drastically reducing our carbon footprints – still we need to ensure we have the right measures in place to make us as successful as possible.
I know we are all up for this challenge and ready to forge ahead no matter the state of the economy. BlueFire HR is here to bridge your resources through outsourcing support or expansion of these ideas. If you simply want to discuss these topics, need assistance with your workforce strategy with HR consulting, or simply need an executive coach to talk to, just contact us at 888-336-0909 or info@futuresense.com