While people couldn’t imagine working remotely 10 years ago, nowadays every other company employs at least one remote worker. Large corporations and enterprises have entire teams of remote workers, whose presence in the office isn't required. PR managers, HR experts, copywriters, journalists, photographers, bloggers, and accountants are among the professions created or adapted for remote work, and this list can endlessly expand. Instead, let's talk about effective ways to motivate staff so remote workers can stay cost-effective and productive.
Initially, motivating remote employees might seem challenging, as these are often independent and a bit particular individuals. By following our worker motivation advice, you'll become adept at motivating and managing staff, even if they work thousands of kilometres from your office.
First and probably the most important advice: Stay in touch
We live in an era of social networks, Skype meetings, and endless business emails. On one hand, being constantly reachable via social networks and messaging apps, or holding Skype calls once a week, can seem demanding. On the other hand, staying connected with remote team members allows them to ask questions whenever needed. This helps prevent mistakes that can cause significant financial losses for the firm. Don't spend an excessive amount of time on calls; just remain online or set a specific window when you'll be available for your employees. For instance, establish a time from 1 PM to 2 PM on Mondays and Wednesdays to communicate with a particular worker.
Second, although not less important advice: Formulate tasks clearly and precisely
At first glance, remote work seems straightforward: provide an employee with essential information about your company, explain specific work details, assign a task, and supervise its execution. However, articulating the task clearly and precisely is even more crucial. Don't assume a remote worker who doesn't grasp the task will ask numerous follow-up questions. Most workers won't trouble themselves with this and will perform work grounded in their understanding. Not all workers want to redo tasks if you're unhappy with the initial completion. Therefore, managing remote staff should involve giving clear and precise directions. This facilitates building a fruitful, long-lasting partnership. Explaining everything clearly from the outset avoids wasting time and money when mistakes occur.
Third equally important advice: Hand out bonuses
Financial incentives are a classic approach, but it's still a tried-and-true motivation strategy. Everyone likes being paid, and they favour bonuses even more. If you notice an employee meets deadlines, takes initiative, is polite, diligent, and occasionally works extra hours, don't be tight and establish a system of small bonuses or pay larger sums out quarterly or bi-annually. This way, workers will remain interested in their work and perform it both promptly and happily.
Fourth advice: Original presents
This approach is best for employers who are passionate about their business and value each person involved. When you've known a remote employee for years, and they've consistently performed their job well, they deserve respect and even friendliness. That's why unique, thoughtful gifts can boost worker motivation. For example, if an employee is a long-time hockey fan, gift them hockey match tickets for their birthday or at the end of a quarter. If there's a married woman in your company spending too much time on projects, give her two movie or theatre tickets, so she can have a nice evening with her husband. Although remote workers are distant, they're still a crucial part of your team and deserve to be treated without bias and encouraged just like regular office employees.
Fifth vital advice: Trust
An experienced CEO needs to be involved in managing remote employees and overseeing operations but shouldn't forget about trust. Of course, if you've never hired remote staff before, adjusting to specific aspects of this process and learning to trust workers and empower them can be challenging. While managing remote staff, you can't monitor their every move, how much time they spend in front of their PC, how often they visit the kitchen or get distracted by phone calls, yet you need to learn to trust them. When you hire someone for remote work, it's crucial to assess how responsible, goal-oriented, qualified, and capable they are at setting priorities. Experienced top managers can easily spot a slacker and add a hardworking expert to their team.
Sixth advice: Set deadlines
When assigning a task to an employee, it's essential to set a deadline and make them aware of the repercussions of not meeting the deadlines. Without a set deadline, workers may become lazier and focus on their interests instead of attending to assigned tasks. Consequently, the work will be completed at the last minute and haphazardly.
Seventh advice: Good attitude
Unfortunately, it's quite hard to find a job where you're appreciated, respected, and your opinions are valued. That's why today, a positive attitude towards employees is incredibly valuable. Many people trade their office for remote work because they're tired of employers exploiting them and work environments that feel more like a hornet's nest. Employers with remote teams must treat them with respect. Ask how their day was, if their families are alright, and what the weather is like in their cities. It's important not to make these conversations too intrusive or overly familiar.
Friends, we hope these tips prove useful for managing remote teams and help build long-lasting, productive relationships with them. Remember, you hold the responsibility for organising the workflow effectively within your company. Only the most experienced, talented, determined, and forward-thinking employers will elevate their business to the top.
