Many companies have tried remote workers and staff for the first time, and some have found so many advantages for themselves in this format that they do not plan to return to the office. However, for a remote location to become a growth point for a company, it must be properly organized. How to build Motivate Your Telecommuters business processes and keep employees motivated remotely? Let’s talk just about it in this article.
The main reason behind hiring remote commuters in a firm is to save on the physical workspace and infrastructure cost. However, with the help of Hoteling software, you can use a small and limited workspace for your remote workers too. You can use this program to provide workspace for your remote employees to make them encouraged.
Now in a company 80% of employees continue to work remotely. We use the office to solve problems related to documents, receiving correspondence, and other urgent matters. On average, employees visit the office no more than twice a week. For us, this scheme turned out to be the most effective, and we do not plan to change it. Motivate Your Telecommuters?
This column is based primarily on our experience, but there are universal recommendations and approaches that will help many other companies in organizing remote work. Here are five key principles for the success and motivation of distributed teams.
Before moving on to the recommendations, I want to immediately focus on how not to do it. The most common mistake of companies that have switched to a remote format is micromanagement overdose.
By this, I mean the constant monitoring of project managers and managers, their interference in the daily affairs of employees. This phenomenon has many negative motivate Your telecommuters consequences because human resources are spent inefficiently. Management throws all its energy into control instead of making decisions. Employees interpret increased attention to themselves as a lack of confidence in the professionalism, as a result, their motivation begins to decline.
I confess that at first, it was also difficult for our leaders to reorganize. How to understand that an employee is working when we cannot see him? We have often heard this question. The solution was to create a common space for data exchange: online kanban boards, services like Jira, task trackers with analytics tools that show the effectiveness of employees’ working time.
We already had all these tools as an IT company, since even before the pandemic, our employees worked from home several times a month in agreement with the head. Now we have scaled these tools and made them part of remote processes.
Thanks to such an environment, everyone, including the employees themselves, can always see the progress of the project and whether the tasks are closed. This increases the internal motivation of employees and removes the need for permanent external supports. Only if the deadline is critically delayed or the task is not completed, management can intervene and figure out what happened and how the situation can be corrected.
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Our experience has shown that the most important thing for motivating employees is creating a communication environment in which everyone will feel like a full-fledged part of the team and not the only warrior in the field. This sounds simple and straightforward, but it is actually a critical success factor.