What do you do if your remote employees are disengaged and unmotivated?

1 Identify the signs

Recognizing the signs of disengagement and unmotivation in your remote employees is the first step to dealing with the issue. Decreased performance and quality of work, missed deadlines and deliverables, reduced communication and collaboration, increased absenteeism and turnover, negative feedback and complaints, and low morale and enthusiasm can all be indicators that your employees may be struggling. If any of these signs are present, it is important to reach out to your employees to try to understand the root causes of their dissatisfaction and frustration.

3 Set clear goals and expectations

The third step is to set clear goals and expectations for your remote employees. Goals and expectations help your employees understand what is expected of them, how their work contributes to the organization's vision and mission, and how they will be evaluated and rewarded. You should set SMART (specific, measurable, achievable, relevant, and time-bound) goals for your employees, and communicate them clearly and consistently. You should also provide regular feedback and coaching to help your employees track their progress, identify their strengths and areas for improvement, and celebrate their achievements.

4 Provide autonomy and flexibility

The fourth step is to provide autonomy and flexibility to your remote employees. Autonomy and flexibility are important motivators for remote workers, as they allow them to work in ways that suit their preferences, needs, and circumstances. You should empower your employees to make decisions, solve problems, and take initiative, without micromanaging or controlling them. You should also respect their work-life balance, and allow them to adjust their schedules, work hours, and work locations, as long as they meet their goals and expectations.

5 Support learning and development

The fifth step is to support learning and development for your remote employees. Learning and development are essential for remote workers, as they help them stay up-to-date and relevant in their fields. You should provide your employees with opportunities and resources to learn and grow, such as online courses, webinars, podcasts, mentoring and coaching programs, peer learning and knowledge sharing, cross-functional and cross-cultural projects, and career development and advancement plans. Additionally, you should encourage your employees to pursue their personal and professional interests, as well as share their learning outcomes and experiences with you and the team.

6 Build a strong team culture

Building a strong team culture for your remote employees is the sixth step. Team culture is a set of values, norms, and behaviors that define how a team works together and relates to the organization and the external environment. A strong team culture can foster a sense of belonging, identity, and purpose among remote workers, as well as enhance their engagement and motivation. You should strive for a culture that is collaborative, respectful, inclusive, innovative, creative, fun, and enjoyable. Additionally, it’s important to organize regular team-building activities such as virtual games, quizzes, happy hours, coffee breaks, lunches, celebrations, awards and recognition, wellness and fitness sessions, virtual tours, trips and events.