Remote Workforce: Why It Matters & How to Manage One

More and more businesses are managing outside workforces. Our latest Business Communication Report notes that more than 38% of companies regularly use people who work remotely .
outside workers or telecommuters do their work outside the office, working from home, co-working spaces, coffee shops, and more. They no longer limit themselves to a typical office distance .
In some scenarios, external factors and global events sometimes make it impossible for employees to get to work. In those cases, a outback work force is a must-have .
Equipping your team with remote office phone system, e-mail, and a laptop is good the begin.

Advantages & Disadvantages of a Remote Workforce

Before we dive into our tips, let ’ s take a look at the advantages and disadvantages of managing a distant team .
We ’ ll get down with the benefits of a outback work force. As you will note below, there are many advantages to managing employees remotely .

Remote Work Advantages

Financial Savings

fiscal savings are a big factor for businesses. They see savings on overhead and real number estate of the realm, vitamin a well as less tangible savings .
A distant team contributes to businesses at very high rates, according to a 2015 study conducted by CoSo. “ Of the 39 % who work remotely at least a few times per month, 77 % report greater productiveness. .. with 30 % accomplishing more in less time and 24 % accomplishing more in the same come of time. ” The lower costs have undoubtedly expanded even more since then .

Endless Talent Pool

With a distant work force, the whole world is your endowment pool. When there ’ s no commute, you can hire anyone anywhere .
This advantage is even more critical if your business resides in a smaller market. now you can compete for clear endowment with the big city companies .
And when you offer distant shape, you might fair have an advantage .
Buffer reports that 99 % of people would like to work from home at least some of the time. It ’ mho hard to argue with that statistic !

Happier Workers

remote control workers are felicitous workers. Video conferencing camera manufacturer, Owl Labs, discovered that full-time distant workers say they ’ re happy in their job 22 % more than people who never work remotely .
Job satisfaction means higher productiveness and employee engagement. It besides means higher memory. distant workers are 13 % more likely to stay at their jobs for the next five years. What a brilliant way to reduce upset .
With happy employees, your team treat customers better. You could even make the tilt of the best employers in the United States .


A distant work force is a elastic work force. Employees can work from base even when they or their children are pale. This exemption means higher productivity and fewer disruptions .
unanticipated events like coronaviruses or natural disasters can force people to work at home. During those times, your occupation can weather the storm by falling back on outside work. One way to increase business continuity is to give your work force more ways to operate outside of a cardinal function .
Flexibility isn ’ deoxythymidine monophosphate just for employees. Being able to withstand dramatic work force changes, unearths a competitive advantage in a crowd market .
however, a outback work force is not without its challenges .
Related: How To Work Faster & Avoid Burnout With Asynchronous Communication

Disadvantages of Remote Work


The first challenge of managing a remote control work force is embracing telecommuting technology. When workers are more distant, it can be harder to reach consensus and gather real-time feedback .
Emotions can run high if person feels left out. For that reason, you ’ ll need to put a more significant attempt into deploying your communication tactics, tools, and protocols — internally and externally .


Team-building is another challenge with a distant work force. You need to ensure that team members feel connected, hear, and supported despite working from unlike locations .
It ’ mho imperative mood not to take this aspect of outside exercise for granted. team members may not be agile to voice their concerns, so it ’ mho critical to reach out and check on them proactively .


You need the properly technology to office a distant work force. Your team should make foundational investments in communication, collaboration, security, and project management software where appropriate. This attempt enables your outback workers to stay on tax, keep in touch with each other and with customers, and push projects to completion .
Don ’ metric ton merely send your team home and expect them to telework successfully. Think about how you can experience the advantages and minimize the disadvantages with your team. alternatively, you have to plan cautiously and manage effectively .
Take a look at these tips and best practices pulled from the experts .

15 Actionable Tips to Manage a Remote Workforce

Managing a outside work force has challenges, but many companies have been leading their distant teams for many years. Check out these tried-and-true strategies to set your team up for achiever .
But first, I shared an insightful mail on LinkedIn comparing the different ways to check in on your outside team. I invite you to share your thoughts in the comments !

Equip Your Remote Team with the Right Tools

The right engineering can make all the difference. On the most basic level, they ’ ll need hardware like laptops, smartphones, and other devices to allow them to do their ferment anywhere. however, that ’ s not the end of the report. You should equip your team with an essential telecommuting technology toolkit .

  • Communication Tools: Give your staff unified communication tools to help them stay in touch with managers, coworkers, prospects, and clients. At a practical level, this means giving them an email, phone service, and flexible call forwarding they can access from anywhere.
  • Collaboration Tools: Make sure your team can work together even when they’re apart. Use video conferencing technology to hold meetings. Use project management software to make sure everyone knows what everyone else is doing and to stay on top of deadlines.
  • Security Tools: Protect your communications and data with security tools. Protect calls with encryption technology. Use password management apps to manage credentials and access.

Over-Communicate with Remote Workers

We frequently take for granted the natural conversations that happen in an office fructify. There ’ s incredible respect in the fooling discussions typically had in hallways, cafeteria, and candid offices. When working remotely, employees miss out on impromptu communication, which is vital .
It ’ s up to you to create both conventional and informal communication opportunities. It ’ s a good mind to talk with them even more than you would in the office. If you don ’ thymine commune well, you won ’ triiodothyronine be on the same page. Plus, you won ’ metric ton know if your employees are going in the incorrectly direction .
Use the surveil methods to maintain firm team communication :

  • Email – Follow-up and document commitments and big ideas using email.
  • Video Calls – Consider using video to add personality to your existing live calls.
  • Texts Messaging – Obtain quick answers to questions throughout the day.
  • Live Chats – Send a note if you’re running late to a meeting or a thank-you message to your team.

Conduct Regular Check-Ins with Team Members

It ’ randomness crucial to check-in with your team regularly. These check-ins are authoritative for many reasons .

  • Provides Structure – Structure is essential even for a remote workforce. Regular, scheduled check-ins develop that rigor.
  • Drives Accountability – Make sure your teams feel valued for their contributions and ability to get things done.
  • Increases Alignment: It can be easy to lose sight of what projects are important and why. An employee could spend days or even weeks going in the wrong direction. And that’s all wasted time.
  • Builds Relationships: Without the regular interaction of the office, relationships can suffer. Establish regular check-ins to strengthen the relationships with your team. Don’t forget to respect their time zones!

Create Opportunities for Team Building

According to the Harvard Business Review, “ [ C ] lose work friendships boost employee satisfaction by 50 % and people with a best supporter at make are seven times more probable to engage in full in their work. ”
therefore how do you encourage friendships and build teams with a remote control work force ? here are some ideas .

  • Team Stretching – The same kinds of exercises you do in person or at a physical retreat can happen virtually. Use video conferences or even a shared task list to collect responses.
  • Rally Behind a Common Cause – Find ways to create connections. Donate to a cause that is important to your team or start a virtual hobby club. Engage your remote team to support a common cause.
  • Create virtual space to hang out – Think of this as a virtual water cooler where people can share non-work discussions.
  • Celebrate birthdays – Maybe you can’t do cakes or all sign a card, but find ways to acknowledge birthdays and other milestones. Plus, you get to avoid the calories!

Establish Team Roles & Responsibilities

When you aren ’ t all working together, the lines on roles can get bleary. Make surely to establish clear roles and responsibilities mighty off .
This practice starts with well-defined job descriptions, so individuals know their responsibilities .
inform others about their congress of racial equality functions and processes to avoid conflicts. Maintain an update office directory. Whenever roles or members of the team change, update the rest of the remote control work force .

Set Clear Deadlines & KPIs

sometimes, the work done at home can be less obtrusive to others. How can you make sure you ’ re making a difference ?
This is where key Performance Indicators ( KPIs ) saves everyone a fortune of guess. Decide what results you ’ re looking for and how you ’ ll evaluator them. Think creatively about different kinds of KPIs for different jobs .
here are some ideas for success with deadlines and KPIs

  • Establish a benchmark or baseline
  • Use project management software to document and track deadlines.
  • Measure the outcomes and deliverables individually and as a team.
  • Identify relevant metrics that apply to performance like calls made, emails sent, and sales won.

Ensure Work-Life Balance

One benefit of outside workers is that they tend to work more. More than half of outback employees work over 40 hours per workweek, according to a 2019 study.

distant workers frequently answer calls or emails outside of work hours and go above and beyond in early ways. If they ’ re on a seethe, they ’ re likely to keep working beyond the typical workday .
There is a danger that these workers will wear themselves out. long work hours are associated with adverse health outcomes and decreased job satisfaction .
Help your wholly team stay healthy and happy. here are some tips :

  • Stick to a work schedule – Don’t forget that includes lunch and breaks.
  • Define when responses are required – Honor such commitments throughout your company culture.
  • Manage time with technology – Manage your team presence to indicate when you’re unavailable.
  • Share productivity and wellness tips – Many of which are also included in our working from home tips to help your staff develop and grow.

Invest in Equipment for Home Offices

Most people need a stable work environment to be productive. Remote employees burden the responsibility to create their fat workspaces .
According to Buffer, most outback workers prefer to work from their homes, but they besides enjoy coffee shops and co-working spaces .
Related: Working From Home vs. Working in an Office: Which Is Better?/a>
Find ways to make your distant staff more comfortable and productive. For exercise, the majority of distant workers spend $ 11 or more on coffee bean shops. Why not offer those workers a chocolate stipend ? Or consider covering a co-working space if the home international relations and security network ’ t quite desirable .
Your distant work force needs allow hardware and devices. Go the extra mile and provide them with hardware like noise-canceling headsets for meetings and extra monitors. And wear ’ thymine forget the basics that most businesses provide for their on-site staff like pens and wallpaper .

Advertise Your Remote Job Opportunities

Remote jobs can be a mighty component of successful enroll. For many people, working from home is a real withdraw .
Don ’ thymine bury the fact that you offer distant work and flex-job opportunities. Make it movement and kernel on your job postings and descriptions. Tout it as a benefit for your employees on social media like Twitter and LinkedIn .
And be specific. Articulate why your company has embraced remote control roles, who they might work with, and the extra fringe benefit to make distant workplace more appeal .
Plus, your talent pool is no farseeing limited to people finale enough to commute to your agency. now the wholly world is your endowment pool. You can now advertise your positions everywhere. You can recruit from geographically distant areas .

Use Multiple Communication Channels

We know that outside workers miss out on many opportunities for collaboration. We ’ ve talked about the importance of regular communication a few times here. It ’ south critical .
An alarming statistic from our 2020 Business Communication Report is that a whack 60 % of clientele professionals face a communications crisis every month !
Start your messaging off on the right metrical foot. Decide what channels to use when. Enforce these rules. And if possible, adopt a cloud phone system like Nextiva centralize your message .

What is the best way to communicate with distant teams ? Streamline your channels the best you can. It ’ s undeniable that employees are overwhelmed with excessively many communication touchpoints .
Sticking to a few channels minimizes doubt for the respective types of business communication. Chat and message can make up for more informal dialogue. And electronic mail and video conferencing can handle more ephemeron conversations. Don ’ triiodothyronine forget to pick up the telephone and talk, particularly when emotions run high .

Bring Them to the Office

Think about people you know on-line — how much more do you know them from in-person interactions ? even when most of the work happens on-line, you calm want your team to get to know each early face-to-face .
If you can, think about numerous ways to get people together .

  • Regular In-Person Meetings – If your remote team members are geographically close, schedule regular in-person meetings on a monthly or quarterly basis.
  • Annual Meetings – If it’s harder to get together, schedule less frequent meetings. An in-depth annual offsite can facilitate incredible contributions and a bit of healthy conflict.
  • Special Functions – No matter how far apart you are, make time for celebrations. Acknowledge your remote team though video streaming capabilities, so they are visibly a part of all-hands meetings.

Provide Face-to-Face Time Where Possible

Since a distant work force can be located anywhere across the global, you want them to feel close together .
Project management tools, time tracking apps, and analytics tools ca n’t forge a human connection. You have to .
Make reasonable accommodations for time zones and disabilities so everyone can collaborate. In light of the coronavirus, people who are newer to remote oeuvre crave attention and need your support .
Video can be fresh for some people to embrace .
Consider only using television when it helps the conversation. Turn the video recording off if it becomes a distraction to the core talking points .

Solicit Feedback from Team Members Frequently

It ’ s a good mind to get frequent feedback no matter where your team resides. With a outback work force, obtaining blunt feedback is even more critical. You could miss out on early signals when things are off racetrack .
It can be challenging to interpret note in written communication. You may not clearly understand another person ’ s captive, even if they agree .
actively woo raw feedback from your team. Invite your team to share what they like and don ’ metric ton like about a subject versus seeking establishment. use tools like surveys, polls, or requesting 1:1 feedback can be herculean .
This way, everyone ’ second voice is heard no matter where they work .

Measure Employee Engagement

Employee battle is the level of enthusiasm and loyalty your employees feel toward your company. The higher your employee employment, the stronger your work force is .
Reducing upset coincides with employee engagement, which is why companies measure this metric unit. It ’ s not always obvious — like absenteeism or tardiness. engagement is deeper .
here are respective ways to drive employee engagement among outside employees :

  • Conduct regular surveys. Listen and mine the data for employee Net Promoter Score, job satisfaction, and verbatim comments. Look for trends and patterns.
  • Host occasional focus groups. These groups can give you quantitative and qualitative data. Share the mic with everyone so they can contribute.
  • Maintain strong communication. Avoid skipping one-on-ones because that can send a toxic message. Likewise, keep the agenda flexible to support your remote workers.
  • Conduct exit interviews. Employees who are moving on can give you lots of valuable feedback. Most importantly, they can tell you what wasn’t working. It’s not a formality. It’s the most honest feedback you may ever receive as an employer.
  • Adapt company benefits to remote needs. Do you offer a company pizza party once a month? Consider extending a similar type of perk for a remote team.

Track Cost Savings

One meaning advantage of a remote control work force is cost savings for your bottom line. To maximize your savings, you must track those lower costs .
Why ? You might realize you have more cash on hired hand so you can hire more, reward your team, and expand your company benefits .
crown savings with a distant work force include :

  • Office Space & Commercial Real Estate – This depends on what percentage of staff work from home and in the office. For example, you could stick with the same office space you have and hire more employees remotely. With an entirely remote workforce, you don’t even need an office.
  • Employee Health & Wellness – Remote working tends to be a healthier work arrangement. Also, employees avoid most occupational hazards found in an office.
  • Local Pay Rates – Depending on where your talent resides, the cost of an average employee in San Francisco might be twice the cost of one in Denver. Businesses can both be fair and pay employees competitively.
  • Vacation & Sick Time – On average, remote workers use less paid time off, which means increased productivity. Perhaps it’s that extra hour they have each day since they don’t commute.
  • Turnover & Retention – Engaged employees that stick around are likely to be high performers. The cost of rehiring can be a real drag on performance and morale, thus a ripple effect. Higher retention will drive increased performance throughout the business.

It ‘s not always a dollar and cents calculation. Assess how your outside team members perform aboard on-site employees. Examine the behaviors and traits that make high performers stand out .

The Future of Work

Having a outback work force affords numerous competitive advantages. Employees gain more autonomy. Employers grant more reliance. And there are some incredible gains to be had by going all-in on working from home. Preserve the future of work by acting immediately .
But it takes serious effort to be successful. You need your management team to grow into more meaning leadership roles. They need to adapt to the newfangled tools of the craft to listen and support their team .
thankfully, it ’ second been done earlier. These actionable insights on how to build and scale your work force will get you a headstart. Your distant team will appreciate your efforts subscribe and guide them to become even more successful .
I hope you use these helpful tips to manage your remote control workers more efficaciously, stay connected, and get more knead done.

Gaetano DiNardi Gaetano DiNardi is the Director of Demand Generation at Nextiva and has a track record of success working with brands like Major League Baseball, Pipedrive, Sales Hacker and Outside of market, Gaetano is an accomplished music manufacturer and songwriter – he ’ sulfur worked with major artists like Fat Joe, Shaggy and loves making music to stay turbocharged. To get in touch, follow him on LinkedIn .

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