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How can you use HR innovation to manage and motivate remote teams?

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Remote work has become more common and necessary in the past year, but it also poses some challenges for HR professionals. How can you use HR innovation to manage and motivate your remote teams effectively and creatively? Here are some tips and examples of how HR innovation can help you overcome the barriers of distance and foster a positive and productive remote work culture.

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Outcome-based metrics:

Shift focus from monitoring activities to measuring results with clear, outcome-based goals. This fosters trust and allows remote employees the autonomy to manage their work-life balance effectively.
Regular experimentation:

There's no one-size-fits-all in HR. Regularly try new strategies and tools, then measure their impact. This ongoing process encourages innovation and helps find the best fit for your team's unique dynamics.

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1 Use digital tools and platforms

One of the most obvious ways to use HR innovation for remote teams is to leverage digital tools and platforms that enable communication, collaboration, and feedback. You can use video conferencing, instant messaging, project management, and performance management software to keep in touch with your remote employees, monitor their progress, and provide them with support and recognition. You can also use online surveys, polls, quizzes, and gamification to collect data, measure engagement, and reward achievements. These tools can help you create a sense of connection, alignment, and transparency among your remote teams.

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Alfred Poor

Keynote Speaker and Video Meeting Advisor, helping executives be more persuasive and influential in their video meetings and online presentations.
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One of the most important concepts is to choose the right tool for the task. Do all communications need to be synchronous, or are there situations where asynchronous text, voice, or video will suffice? Remote work often works best when the work hours are flexible, providing time and space for personal activities to be interspersed with work obligations.

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2 Design flexible and inclusive policies

Another way to use HR innovation for remote teams is to design flexible and inclusive policies that cater to the diverse needs and preferences of your remote employees. You can offer them options and autonomy in choosing their work hours, location, and equipment, as long as they meet their goals and deadlines. You can also provide them with benefits and resources that support their well-being, such as health insurance, wellness programs, online learning, and mental health counseling. These policies can help you attract and retain talent, reduce stress and burnout, and increase satisfaction and loyalty among your remote teams.

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3 Foster a culture of trust and empowerment

A third way to use HR innovation for remote teams is to foster a culture of trust and empowerment that encourages your remote employees to take ownership and initiative in their work. You can do this by setting clear expectations, providing regular feedback, and delegating responsibilities and authority to your remote employees. You can also encourage them to share their ideas, opinions, and challenges, and involve them in decision-making and problem-solving processes. These practices can help you build a strong relationship with your remote employees, boost their confidence and motivation, and stimulate their creativity and innovation.

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4 Create opportunities for socialization and recognition

A fourth way to use HR innovation for remote teams is to create opportunities for socialization and recognition that enhance your remote employees' sense of belonging and appreciation. You can do this by organizing virtual events, activities, and celebrations that allow your remote employees to interact with each other, have fun, and learn new things. You can also use online platforms, newsletters, and social media to showcase your remote employees' achievements, stories, and feedback, and to express your gratitude and praise. These opportunities can help you create a positive and supportive remote work environment, strengthen your team spirit, and improve your employee engagement and retention.

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5 Experiment and learn from feedback

A fifth way to use HR innovation for remote teams is to experiment and learn from feedback that helps you improve your remote work practices and outcomes. You can do this by testing new ideas, tools, and methods, and collecting feedback from your remote employees, customers, and stakeholders. You can also use data, analytics, and metrics to measure the impact and effectiveness of your remote work initiatives, and to identify the areas of improvement and opportunity. These experiments and feedback can help you adapt and innovate your remote work strategies, processes, and culture, and to achieve your HR goals and objectives.

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Christopher Lind

Bridging Business, Technology & Human Experience | Executive Advisor | Digital Leadership Coach | Devoted Husband and Father of 8
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There is no universal formula for any organization. Org dynamics and culture will all be significant influencers. Furthermore, you’re dealing with people, so there will be nuance within each team. As a result, you’ll need to regularly experiment to find where the boundary lines and best practices lie. I’d also caution folks to take the advice here about measuring impact and effectiveness of remote work as if it’s a different animal. While it’s true measuring effectiveness for remote work needs to be heavily focused on outcomes vs. activity, this isn’t unique to remote work. Regardless of where work is happening, you’ll be far better served to establish targeted outcomes and assess progress versus getting hung up in how activity occurs.

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6 Keep up with the latest trends and best practices

A sixth way to use HR innovation for remote teams is to keep up with the latest trends and best practices that inform and inspire your remote work vision and actions. You can do this by reading articles, blogs, podcasts, and books, attending webinars, workshops, and conferences, and joining online communities and networks of HR professionals and experts. You can also benchmark your remote work performance and practices against your competitors and industry standards, and learn from their successes and failures. These sources of information and inspiration can help you stay updated, relevant, and competitive in the remote work landscape, and to discover new ways to use HR innovation for your remote teams.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Shweta Sehgal Mittal

Regional HR Manager - Middle East (UAE, Oman, Turkey) | Published Author | Air Fryer Chef | Linkedin Top Human Resources Voice
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Innovating HR for remote teams means challenging norms. Instead of invasive monitoring, set outcome-based metrics, trusting employees to manage their work. For instance, rather than constant virtual check-ins, use gamification like weekly challenges, which can boost motivation. Tailoring HR strategies to cultural nuances is vital for multinational clients in professional services; some cultures value autonomy, while others prefer regular updates. By challenging norms and embracing innovation, we can effectively manage and motivate remote teams.

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How can you use HR innovation to manage and motivate remote teams?

1

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3

4

5

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7

1 Use digital tools and platforms

2 Design flexible and inclusive policies

3 Foster a culture of trust and empowerment

4 Create opportunities for socialization and recognition

5 Experiment and learn from feedback

6 Keep up with the latest trends and best practices

7 Here’s what else to consider

Human Resources

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How can you use HR innovation to manage and motivate remote teams?

1

2

3

4

5

6

7

1 Use digital tools and platforms

2 Design flexible and inclusive policies

3 Foster a culture of trust and empowerment

4 Create opportunities for socialization and recognition

5 Experiment and learn from feedback

6 Keep up with the latest trends and best practices

7 Here’s what else to consider

Human Resources

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