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Remote work rescued several organizations, big and small, when the Covid-19 restrictions were at their peak. It ensured the organizations remained operational and provided employment and financial support to millions across the world. Furthermore, a long year and a half support of remote work environments have provided many remote employees the flexibility to keep their job and simultaneously spend quality time with their family or work on their pet projects, if any. Also, owing to the other quality of life benefits, researchers and experts have weighed in favor of keeping remote work as an option going forth. It means management and leadership post crisis caused by Covid-19 will have to adapt to this new form of work culture.
Several organizations have taken heed of the positive outcomes that have come out of remote work culture. As a result, many of them have pledged or intended to allow remote working to some extent after the Covid-19 vaccines are available widely. However, despite the benefits, there is a significant challenge that comes with the remote work culture. How to manage new employees? Most managers are familiar with the traditional methods of managing new employees, but remote work is a wholly unique experience for many. Therefore, here are some tips for managing new employees that work remotely with your organization.
Things like communication gaps, distress, burnouts, and distraction are the common problems that may arise with the new remote employees. However, with the following tips for managing new employees, you can handle any situation.
Yes, it is easier said than done to hire the right remote employees. But if done correctly, it can save you a lot of time and unnecessary management headaches. So, how can you do that? While not a guaranteed path, look for someone with self-management abilities. You can base the job interview around providing the required time to the organization or company. Based on it, you can look into another critical aspect that the job demands and hire accordingly.
After you have recruited or hired a new remote employee, the first thing you must do - set expectations early. Ensure that you have provided them with all the required guidelines, boundary details, and tools to deliver their work. Also, in case of changes in a company, such as a policy update, keep the employee informed.
It may come naturally to managers who may not seem responsible to check-In their remote employees regularly unless there are some discrepancies or inadequate output shown in work. After all, it is easier to overlook or ignore something that stays out of sight most times. But managers must take things a bit more seriously to ensure they don't lose track of the remote employee's progress. Furthermore, it is also their responsibility to ensure the employees don't feel left out. Therefore, another great tip for managing new employees is regular interaction and one-on-one meetings to create that working bond.
It is one thing to have a one-on-one meeting and then to have a team meeting. Both are equally important in separate ways. One-on-one sessions are required to develop a professional level of trust and understanding with an employee. Similarly, team meetings are essential to keep growing that feeling of inclusivity amongst your team members. Besides, team meetings are also crucial for discussing growth, progress, brainstorming, feedback, and even future planning.
Researchers have shown that managers who have had a good rapport with their employees could bring more output from them. Furthermore, good rapport has also helped managers to manage teams more efficiently. Therefore, it becomes critically essential to focus on building a solid rapport with your team members. An excellent way to build a strong rapport with remote employees is to show interest in their personal lives, such as their goals, interests, and likes. Yes, talking outside of work is always challenging and requires extra effort, but the returns are always pleasing.
It may come across as silly, but it is easier to miss out on the details since a manager always has their plate complete. One such piece of information is to appreciate your employee whenever you get a chance or when they have completed an assigned work successfully.Recognizing the remote employee is essential as it shows that you value them and their contributions. Apart from this, it also helps keep the employees motivated for a more extended time.
When it comes to remote working, remote workers tend to have this "No contact outside of working hours" thing. Many of them consider contacting their employer or manager outside of their work schedule as unethical or wrong. As a manager, you can promote an "Open Door" policy where employees can reach out to you for help when needed. It is crucial if your remote employees are from different time zones.
One of the primary reasons people select remote work is autonomy. However, managers tend to be on top of what their employees are constantly doing. So, when you cannot see an employee next to you, it becomes easier to imagine that they are not working. As a result, you can end up constantly texting and calling them for progress and updates. It is an unhealthy attribute as it creates a stressful situation for both parties involved.
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