Remote working is no longer just a privilege, but a way to manage COVID-19 restrictions. The workforce is evolving. With remote working comes new mindsets. Managers once thought that people working from home would not be as productive. Paying for an office that you’re not using can feel like a waste if it’s not full. Flexible and remote working arrangements don’t fit every business. Obviously, restaurants and manufacturers cannot let most of their teamwork remotely. However, if remote working is for your team, your managers may need to think about how to manage the team differently.
Manage Your Expectations
Remote workers may not work the same nine to five that you expect. Your team may think that any time frame is okay, provided the work gets done. Discuss your expectations with your remote workers to avoid miscommunications. You may need to focus on productivity instead of the time clock.
Check-in With Your Team, But Avoid Micromanaging
Remote workers need feedback and schedules but don’t contact your team so often that you’re disrupting their concentration. You may not need daily meetings, but you shouldn’t be left in the dark. Connect with your team about what they’re working on. Trust that they’ll do the work.
COVID-19 has disrupted many lives. If your employees have kids that are staying home because schools aren’t open, you may need to be flexible with work and schedules as much as possible. Support your team, especially your normally productive people. Replacing them may cost even more than a couple of weeks of low productivity.
Address Problems Head-On With Listening
If you do have issues with remote workers, ask about it. Then listen to know what’s really going on. Look for solutions, considering the employee’s past performance and future needs.
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