5 Tips for Managers of Remote Workers

remote worker online meeting

Remote workers: Still prevalent after the pandemic or just a new way of working to cut down on overheads? Is this the new way of working?

Just a quick post this week as we’re extremely busy on all things HR, OD, and personal development for our clients. Not to mention small changes within our own business (follow us on social media to be the first to know when our announcement goes LIVE)

Today we’re looking at homeworking and best practices from a line manager/leader point of view. Basically, how to get the best out of your remote workers when contact is decidedly different to in-office/on-site workers.

You can download our full Guide to Home Working here

5 Tips for Managing Remote Workers

Out of Sight But Not Out of Mind

Just because your team are working from home doesn’t mean they don’t want to be contacted. Make sure they feel connected. Create a schedule of events, meetings, face to face sessions via Google Hangouts or Microsoft Teams and 1:1 sessions. Make sure remote workers are connected with what is going on in the business. Encourage team members keeping their
connections going.

Pointing in the Right Direction

Sign-posting support and mental health resources has never been more important. Make sure you help staff to consider resilience, mindfulness, and generally know where to look for support and resources. See the back of our eBook.

Breaking Barriers to Communication

We are lucky the world is so technically advanced that we can communicate effectively. Facetime, WhatsApp, SKYPE, and new improved SKYPE, and Microsoft teams, etc. There is so much open to us to keep in touch.

Ensure your team or remote workers know what is available and that you consider it important to stay connected. Show you understand the impact of isolation, and communicate the importance of open communication channels. Staff may be worried about their jobs at first. Keep them informed about what is happening within the company. Try to create some security and build trust.

It’s a Balancing Act

Encourage balance. Sometimes when we’re working from home we struggle to see the cut -off between work and homelife. Lead by example. Don’t schedule late meetings and tell your team you’re switching off at normal work time. Help them not to feel guilty if they are interrupted. Make sure the team don’t lapse into bad habits. Unhealthy work routines can impact both on mental and physical health.

Routine & Direction

Many of us need structure and routine. Ensure you create that structure for your remote workers. Help them to do that. Lacking structure and playing catch -up can lead to the unhealthy habits as described.

Encourage staff to keep connected to you. For staff who struggle with readjusting, why not connect with a coaching company. Offer staff coaching to help them through this transition. Help them to retain the work / life mindset even though they are predominantly at home.

Further Reading on Remote Working