How To Effectively Manage Remote Workers



by | April 18, 2012       << Back to Blog    

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Thanks to improved technology, an increasing number of employees have the ability to carry out most or all of their work from home. Smartphones, tablet computers, teleconferencing, and WiFi-equipped bookstores and coffee shops have made this achievable. This presents a huge advantage for employers: the more employees that work from their home, the less money companies need to spend. Many companies, for example, do not have assigned computers and desks for all of their workers since so much of their workforce is working remotely. In addition, employees working remotely are frequently more productive; they are not wasting time and energy commuting to work every day. And they are not exchanging office gossip in front of the water cooler when in the office.

Remote Worker Challenges

A major concern for a lot of managers when choosing to have remote workers is, how do you monitor their work? How do you know that they are actually working and not just watching movies all day?

One good way to keep track of the amount of work being completed by remote workers is to set realistic goals that they must hit. This puts the emphasis on the results and prevents the manager from worrying about it, as long as the goals are being met. This also gives the employee flexibility to work within the hours they are most fruitful.

Setting Remote Worker Deadlines

This can be the simplest way to monitor your remote workers. Employers could decide that a certain amount of work needs to be completed by Friday. Another way would be to set up weekly or bi-weekly meetings via phone or video chat. To resolve any feelings of disconnect some employers may ask that a remote worker spend one day a week at the office. This can help keep everyone on track and informed.

Off-Site Not a Permanent Condition

While many people may have the personal discipline and time management skills to successfully work remotely, some don’t. So, if an employee doesn’t work effectively remotely, and that has grown to be clear, remote working doesn’t have to stay permanent, it can easily be revoked. Ultimately, trust within the employee/employer relationship is among the key components of a successful remote working relationship. The worker needs to maintain that trust by hitting deadlines and delivering excellent work.





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