Connect With Your Remote Workers
28th June 2022
Last time we looked at the future of hybrid working. In our sector hybrid working is undoubtedly a firm favourite with candidates. Hybrid or remote working is associated with greater flexibility, higher productivity and better work-life balance. However it can also lead to feelings of isolation. In this article we look to maximise the positives and reduce some of the negatives associated with remote and hybrid work, looking at making the connection.
How to Make the Connection
Here are our top 10 ways to connect with your remote workers:
- Promote collaboration between and within teams
- Encourage mentoring, for career progression but also for newer members of your team
- Use real-time messaging boards to keep conversation flowing
- Show your team you care and value their contribution by checking in regularly. Give them the autonomy to do their job without micro-management
- Make sure you listen to your workforce. Understanding how your team truly feel about their work helps identify and address the causes of burnout, areas of underperformance or stress
- Provide regular feedback, to show that you value the work of your team and to communicate performance goals
- Make personalised training available for meaningful career progression, wherever they are located
- Try to meet in person where possible. Whether this is monthly, quarterly or bi-annually, it will bring your remote workers together
- Don’t forget to celebrate important milestones such as birthdays or before maternity/paternity leave
- Plan a yearly retreat or event to get conversation started between teams that may not come into contact much through their work
By following the steps above you can connect with your remote workers, avoid employees feeling left out or that their voice isn’t heard. By being proactive about company connectivity rather than reactive, you’ll avoid decreases in productivity and negative company morale. If there aren’t steps in place to avoid isolation, there’s a good chance your team won’t feel connected to you or your company values or mission, which can ultimately lead to a higher turnover rate.
MD Comment
“There are as many variants of flexible working as there are flavours of ice-cream. It’s clear that in some shape or form its here to stay for the majority of organisations and workers. Whilst the vast majority of workers and employers see the benefits of hybrid working the sheer pace of its roll out, imposed by the long running Covid crisis, has left processes and more importantly the management skills for communicating with, and assessing remote workers, lagging behind the timeline of change. We see many organisations now shifting investment from infrastructure to the skills to support permanent hybrid working. This is vital if both employee and employer are to benefit from the new world of working.”
