The modern workplace is changing. Technology and flexible working legislation are now making it increasingly easy for staff members to work remotely. Added to that, extreme weather events and the potential of global pandemics mean that, for some businesses, remote working is an essential consideration for business continuity. But how do you manage remote and freelance workers when you don’t see them every day or at all?
Managing a team who are working from the comfort of their own home or local coffee shop can be difficult, but it isn’t impossible if you implement the right strategies and procedures.
Set out clear expectations
When you work in an office surrounded by people it’s very easy to communicate your expectations with them through a simple “can you just update me on where you are with this project as the client called and would like an update at the end of the day” as you walk past to grab a coffee, but for remote workers you need to ensure that your expectations are more explicit.
Setting up timelines and online work calendars can be really useful, as can apps. Trello for example, allows remote project management of tasks and updates any users of changes to the project boards. For managers, this provides an excellent way of managing staff output.
It’s always advisable to set up a “working from home expectations” policy which should include time limits for email replies, texting or messaging for things that are urgent, and a working from home policy ensuring your homeworkers are having sufficient time away from their work and the practical elements of health and safety and insurance are covered. If an employee is only working from home, you should also ensure that their contract of employment reflects this.
Out of site but not out of mind
In much the same way that you have expectations of your remote staff, they have expectations of you. If you have team members who are working away from your offices, ensure that you reply to any emails or messages quickly. Remember, they can’t just grab you quickly in the corridor to ask a question. Waiting a long time for an answer on work that may have a deadline can be stressful and frustrating, and can create an unnecessary feeling of distance.
Check in regularly
Ensuring that you check in regularly with any staff members who are working remotely means that you can keep up to date with their progress and keep them up to date with news that they need.
This can be done in a variety of different ways ranging from requesting that remote workers spend one day a week on site to arranging video conference calls. Introducing internal communications systems such as Slack can also help to keep a dispersed team working together.
If you are running staff training and coaching sessions also ensure that your remote and flexible workers are either able to attend or video call in.
Overcommunicate where you need to
We’ve all had that moment when a new project comes in or there is a business success and the news is shared around the office and celebrated, but what about the people working off site.
Having daily or weekly email updates with business news, successes, and celebrations allows everyone to feel included.
Use technology to collaborate and build relationships
Aside from using technology to digitally transform your business, it can also help to build up working relationships between team members (no matter where they are based). Encouraging online communication and collaboration means that when Ashley, who works from home, celebrates their 50th birthday, someone at the office knows about it. Developing close bonds within teams ensures that the whole team, no matter where they are working, is invested in the success of your business or project.
If you already have a team of remote and flexible workers or are considering initiating flexible working, contact our team for professional HR advice.