We need to be looking after remote workers whether they are at home or working alone off site.
Working from home, in particular, looks set to continue and if we are to maintain morale and productivity we need to consider the human aspects.
Are you speaking to them?!
When employees are in the workplace every day it is (almost) inevitable that you will speak to them. When those employees are remote it is easy to overlook them, not involve them or simply focus on the task in hand.
“Chat” enhances relationships, fosters engagement and reduces misunderstandings. So it is important that employees are drawn in to some “light” conversation daily. It might not be the boss who does it but I suggest the boss should see some happens every working day for each employee.
Keep them in the loop
No-one wants to be inundated with emails (though many of us are) but using Cc or Bc can be done judiciously. Keeping remote employees informed of “what is going on” is essential to keeping them engaged.
Your employees should be doing the equivalent, of course. It is in their interests for you to know their successes, and their failures! Trust – is the word which springs to mind.
Reporting relationships
“Hierarchy” is an unpopular concept with many millennials and flatter structures have gained ground in recent decades. But inter-relationships are still important. The authority an individual has (or is entitled to assume), who makes the final decision, or who arbitrates between competing interests are concepts crucial to effective organisations.
Flexible working and remote working can create new challenges for the organisation chart. Who makes the decision when it is not X’s working day, can we contact Y when she is not “in”, is everybody available all the time, etc.
For the long, or even medium term, I suggest these issues cannot be ignored.
Commitment
It is easy to get distracted by social media and other temptations when not under the eyes of your peers or even your boss.
Setting performance targets, monitoring work completion, requiring timesheets (perhaps Toggl) are legitimate processes. Monitoring employees’ web access, for example, raises more problematic questions and should not be done without seeking legal advice on the specific situation. Many of those whose work involves driving are monitored (or at least their vehicles are) via trackers. That is only one step away from monitoring someone’s computer. But monitoring implies mistrust and may be demotivating.
In summary
Looking after remote workers is crucial if we are to optimise the advantages home working may offer.
Malcolm Martin FCIPD
Author Human Resource Practice
Blogs are for general guidance and are not an authoritative statement of the law