Did you know that 45 million Americans work from home and 24 million work on a customer / client work site? According to employees working from home to sales staff in the following state, supervisors find themselves more and more to learn how to manage employees who work somewhere other than the company’s office.
And although employees who are telecommunicating or remotely working are becoming more and more popular, he presents challenges for supervisors. Here are six tips for the management of employees working in other places:
- Invest in the right staff. All workers do not have the required discipline and direction to work outside the office. The ideal remote worker will be independent, affirmed and communicative. It must also be confident enough to ask questions and seek advice from colleagues or supervisors.
- Communicate expectations. Like site workers, off-site workforce need to know what your expectations are, particularly with regard to goals, milestones and deadlines. It is not enough to share these expectations orally. Plan to document the standards and level of quality of work in a business manual or maybe a sheet of “virtual guidelines”.
- Keep the communication lines open. How to manage employees who work at home also means recognizing that workers can not enter the hallway to talk with you if there is a problem. It is important to make sure they access you with a variety of communication tools. Consider a regular conference or perhaps a web conference to share news and “registration” with everyone. These meetings will not have the same quality as the face-to-face variety, but they are more committed than working entirely by email.
- Forget microgestation. Supervisors should also recognize that micromanagement is an inefficient supervisory practice, regardless of where the worker does his job. In fact, the key to success is to give the flexibility and freedom of the virtual worker as well as your trust. Do you make your goal of defining expectations – and get out of the way of letting the worker perform the work they have been hired.
- Reward good work. Always offer remote team members the same performance rewards and the same career development opportunities provided to office staff. Do not forget to keep them on track with regard to promotions as well. Do not let an obsolete mentality of life in mind creates an dissatisfied worker.
- Include them in the corporate culture. Remote workers can feel isolated, so it’s important to make sure they feel as if they are part of your team. Invite them to the company’s events, such as picnics or holidays, and perhaps even give them a role in planning the event. If the worker has experienced a big stage of life, as the birth of a child or the death of a parent, let them know that you are considering them with a note, flowers or a gift basket.
Virtual workers are a reality for many supervisors, thus learn to manage employees of this arrangement. Start implementing the tactics that makes remote workers as efficient (and happy) as possible – your productivity levels will thank you.