Many managers are struggling with finding ways to keep their remote employees engaged and productive. People leaders today want to get the most out of their teams while still supporting the well-being of their people, given all of the pressures of today’s work environment.
We’ve assembled a list of what we consider HR essentials: tips and techniques to support managers as they work to support their teams.
Being physically apart doesn’t have to mean that you’re disconnected from your team members. Schedule regular check-ins at intervals that make sense for you and your people. Ask your employees what they’re comfortable with. For some, a brief daily check-in may be preferred. For others, weekly or biweekly catch-ups will suffice. Each individual has different and evolving needs.
During your virtual meetings, set aside time to talk about non-work related matters. Ask them how they’re doing, how they’re feeling, and what you can do to support them. Listening and taking action on what you hear is important too — employees will continue to be more communicative and forthcoming if they see that you take their needs seriously and are quick to address any concerns. And, it’s always good to humanize the face behind the screen. Share a bit about yourself and how you’re feeling about work and pandemic life. Being relatable is a key characteristic to being a great leader.
Help with home distractions
Many of us can relate to the challenge of trying to be heads-down with work while children, dogs, cats, etc. run wild in the background.
Some of your team members may also be operating with limited technology or a poorly constructed work space. If you have the budget to do so, consider extending a home office allowance to your remote employees so that they can invest in an ergonomic chair, desk, and other necessary supplies to make their space work for them.
For those employees having a hard time blocking out the noise and distractions at home, offer them flexibility in their work hours. It may be easier for them to work early in the morning and again late at night. Listen to the unique needs of your team members and be flexible — we’re all doing our best.
Focus on outcomes over productivity
To our last point, the work environment has vastly changed over the past year. Rather than trying to micromanage activity for activity’s sake, emphasize the importance of measurable outcomes.
It’s less about hours worked and more about completed to-dos and goals achieved. First, be sure that the goals you’re measuring your employees against are clearly defined and that they have the training and resources required to be successful.
Secondly, define the purpose and impact of the desired outcomes/output. This will help your team members understand the organization’s big picture and how their contributions help to benefit everyone.
Stay tuned for more HR essentials: tips for managing today’s changing workforce.
Have an immediate need or workforce challenge? Talk to the experts at The West Egg Group.
A partnership in workplace and community safety: TTC employee screening At The West Egg Group (TWEG), we take pride in rising to the occasion to
We’ve all become accustomed to new kinds of screening processes. Whether you’re entering a medical facility for
High-performing workforce managers have a few things in common — key habits that make them successful. These behaviours,