HOW TO MANAGE EMPLOYEES WORKING FROM HOME

As we all transition into working from home, managing your team requires a very different approach. There are some relatively quick and inexpensive things that managers can do to ease this transition and if you’re completely new to remotely managing your team, remember, you’ve got this!

ESTABLISH STRUCTURED DAILY CHECK-INS

Consider establishing a daily call with your remote employees. This could take the form of a series of one-on-one calls, if your employees work more independently from each other, or a team call, if their work is highly collaborative. The important feature is that the calls are regular and predictable, and that they are a forum in which employees know that they can consult with you, and that their concerns and questions will be heard.

BE CLEAR WITH YOUR EXPECTATIONS

Being clear and upfront with employees is always good form, but it becomes all the more crucial when your staff is scattered. Remote work, by definition, is far less structured than on-site work. And while that has huge bonuses, it also means that you’re going to need to provide more structured expectations. Be especially clear about hours and availability. Do you want your workers available between set office hours? Are you OK with them tracking their hours, as long as they’re available for meetings? In short, don’t make any assumptions about what working remotely is – define it with your staff.

PROVIDE SEVERAL DIFFERENT COMMUNICATION TECHNOLOGY OPTIONS

Email and messaging alone is insufficient. Video conferencing has many advantages, especially for smaller groups: Visual cues allow for increased “mutual knowledge” about coworkers and it can also help reduce the sense of isolation among teams. Video is also particularly useful for complex or sensitive conversations, as it feels more personal than written or audio-only communication.

PROVIDE OPPORTUNITIES FOR REMOTE SOCIAL INTERACTION

Structure ways for employees to interact socially (that is, have informal conversations about non-work topics) while working remotely. This is true for all remote workers, but particularly so for workers who have been abruptly transitioned out of the office. The easiest way to establish some basic social interaction is to leave some time at the beginning of team calls just for non-work items (e.g., “We’re going to spend the first few minutes just catching up with each other. How was your weekend?”). While these types of events may sound artificial or forced, experienced managers of remote workers (and the workers themselves) report that virtual events help reduce feelings of isolation, promoting a sense of belonging.

ADVOCATE ACCOUNTABILITY

It’s important for your team to know that working remotely doesn’t mean going under the radar. One-on-ones between managers and their direct reports should take place regularly (once a month is good) to ensure that goals are set and met, and any issues that arise are addressed ASAP. This not only ensures that everyone is on track, it keeps employees engaged and excited about their work, even if they’re not surrounded by their team.

OFFER ENCOURAGEMENT AND EMOTIONAL SUPPORT

It is important for managers to acknowledge stress, listen to employees’ anxieties and concerns, and empathise with their struggles. If a newly remote employee is clearly struggling but not communicating stress or anxiety, ask them how they’re doing. Even a general question such as “How is this remote work situation working out for you so far?” can elicit important information that you might not otherwise hear.

BEWARE BURNOUT

You might think the biggest worry about remote workers is slacking off. In reality, however, it’s the opposite. That’s the great irony of allowing passionate people to work from home. A manager’s natural instinct is to worry that workers aren’t getting enough work done, but the real threat is that they will wind up working too hard. And, because the manager isn’t sitting across from her worker anymore, she can’t look in the person’s eyes and see burnout. Set daily and weekly maxes for working hours, and encourage workers to focus on doing a good day’s work rather than piling on the hours. Preach breaks, lunch hours, and, in general, self control, to ensure your team stays productive and healthy.