For years most companies are letting their employees work remotely. In fact, companies like Twitter and Microsoft allow their operators to perform remotely permanently as per the employee’s choices. Amazingly, all are more satisfied while working remotely than in the office. But remote teams across the world are encountering some acute problems with managing their work. The most typical problem is employees are not as fruitful as compared to office employees. Here are 11 tips for hiring and managing remote employees.
Nobody loves to remain stuck at a box job that requires plenty of attention and regulation to accomplish a task that can actually be done somewhere else. This is why most prosperous companies enable their employees to perform remotely, which directly affects their productivity. Working remotely is cost-effective as it saves both time and wealth to instruct the employees.
Remote working is pretty popular in every quarter since most companies don’t want to invest a ton of money in leasing fancy working spaces. Companies like Microsoft, Apple, Facebook, Twitter are now adapted remotely working.
The expanding global and digital marketplace has made it possible for professionals to virtually work together no matter where they are in the world.- Business Insider
But remote work can generate micromanagement, collaboration issues, and hit a number of snags if not managed in the right manner. Every day teams are facing a bunch of problems that affect the whole working environment and their end goals.
Here are 11 tips to overcome most pitfalls related to remote team hiring and management. You could create a strong and efficient remote workforce while reducing operations costs significantly, positively reflecting on profit margins.
Eleven Tips to Hiring and Managing Remote Teams
1. Virtually Hire Talent at Your Comfort
Most companies recruiters don’t undergo an interview in person since they choose to conduct virtually as it saves both time and effort. The recruiter can set up a virtual interview on a phone call or video call. But most recruiters love to use video calls since they want to see the candidate face-to-face.
When recruiters allow candidates on a video call, they can clearly explain to candidates about the company, and could also read the candidate’s body language to check their confidence. Face-to-face virtual interviews perform a better chance for a recruiter to understand a candidate personally. The virtual interview delivers an undeniable impact on candidates. And one more thing, recruiters need to ask good relevant questions to candidates.
2. Hire wisely
Hire smartly; recruiters don’t need to hire someone for full time on the spot. Relatively give them a tiny task, and if they finish with it, based on the outcome, start hiring them as a full-time role.
Most companies follow a similar method for hiring. They typically assign a minor task to a candidate, and if the task gets approved, they consider hiring the candidate. The tasks could be set up by their own company or a recruitment agency through which the company is hiring. There are a number of assessments available to check different types of skill sets.
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3. Embrace technology to fill up the gap3. Invest time to educate a new employee
When a recruiter hires someone, then they won’t start the work right off the bat. They need to create an onboarding method for training them about their firm. 94% of employees would stay with a company longer if there was an investment in learning, according to LinkedIn.
Employers could organize various short training programs for new hires, which would help them perform their tasks with the utmost competency. These can also be achieved through video-based modules and self-learning kits. When employers are investing time to train new employees, it means they are investing time to improve their operations.
4. Use tracking tools to enhance your daily goals.
If employers are paying their employees as per the hours, then they require a system that can check their employees’ productivity. In the office, managers can monitor the entire team and check whether employees are on the right track or not, but remotely it is unlikely. This is where employee monitoring or work monitoring applications come in handy.
As long the tracking tools are not very intrusive and are focused on checking availability, productivity, and comparative performance, remote teams accept these methods of supervision without being demotivated.
5. Set crystal clear expectations
Before assigning any work to your remote team, make sure every employee has a crystal-clear idea about their goals, targets, work methods, processes, and expectations from them, etc.
Work allocation and completion should be done in a timely and efficient manner. There should not be any scope of confusion about deadlines, targets, or priorities. Any issues with employee productivity and performance should be managed intelligently through corrective feedback, virtual meetings, and discussions.
6. Engage as much as possible with your remote team
In the office, employees talk to each other and communicate regularly, but remote teams miss these conveniences and related advantages. Communication is an essential thing to consider for improving productivity.
There is a wide range of systems and applications that allow real-time interactions between remote teams. Take time out to find which applications or tools serve you the best while being cost-efficient.
Managers should be available when the team needs them at any point in time. Sharing various contact information–from emails to Skype ids and phone numbers–with the team can help them reach out to managers without hassles.
Managers could also schedule regular meetings with their remote teams and address frequent issues, troubleshooting needs, and various productivity challenges. Regular engagement makes employees more active and enthusiastic.
7. Transparency is key to trust
When team leaders are clear about the routine tasks and communicate effectively with every member of their team, there is a positive impact on the employees, and it becomes easier to develop trust and team spirit. A transparent leader is someone who is open about goals, objectives, expected outcomes, policies, and shares adequate information without hesitation. Only 52 percent of workers believe their employer is open and upfront with them – according to the American Psychological Association.
So it’s more suited to act as transparent leaders and help employees to set crystal-clear expectations leading to higher employment support and Enhanced Employee Performance.
Collaborative technology systems are getting extremely popular in the context of virtual or remote management. From automatic task allotment, alerts, and notifications to automatic generation of daily, weekly, and monthly work reports, productivity reports, etc., technology systems also allow to track IT helpdesk activities in problem-solving, employee query resolution times, etc.
It is important, though, to understand how much to invest and what systems and applications are best-fit from a cost and performance perspective.
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9. Enrich employee relations
A manager’s attitude should be fair to the team, and his or her feedback meaningful. The better leader, a manager, is, the better the scope of remote employee retention.
Managers also need to understand the value of employee time. Whether it is a phone call, video conversation, or in-person meeting, they should show up on time and make meetings more time-efficient and outcome-oriented.
10. Have reliable communication
Maintaining strong communication is vital for any remote team. (69%) of the managers said they’re often uncomfortable communicating with employees. In the context of a remote team, this could be disastrous. Open channels of communication should exist to encourage not only work issues but also intra-team and inter-team interactions, allowing remote teams to establish a stronger sense of team spirit, solve queries in real-time and enhance their competence levels.
11. Avoid micromanaging
Many remote leaders reflect the attitude of constantly supervising and monitoring remote team leaders in an effort to keep tabs on hourly progress, etc. This could serve to decrease employee efficiency rather than improving it. Micromanaging causes pressure on the remote team members since a leader is demanding the work output often.
The best way to dodge micromanaging is to focus on daily reports on productivity and quality, encouraging team members to constantly improve any inconsistency in quality or efficiency expectations.
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