What are the most important things to remember when managing remote employees?

In my opinion the most important things to keep in mind are :- 1) Trust - Trust your employees with the work they doing, do not micromanage; a feeling may come as one is not seeing the employees physically everyday, but that needs to be curbed. Give realistic deadlines & monitor the same at regular intervals. 2) Feedback System - Develop a robust feedback system wherein the employees are themselves giving the progress of tasks/projects assigned. 3) Regular Connects - Manage your calendars with weekly 1:1s with your directs & skip level. 4) Team meetings - Informal Offline Team connects where all catch up & do not talk of work. 5) Celebrate Birthdays/Work Anniversaries offline. Try organising a physical meet up if possible sometime for all.

1. Trust! The most important component of managing employees whether in office or remotely. If you don’t trust them or yourselves, there is zero effective delegation of work and things will not get done. 2. Communicate clearly and effectively. Set expectations and measure progress against expectations. 3. Understand that there will be interruptions due to poor internet, power outages etc. plan around d the same. Support the employee to plan for backups against these outages.

In my experience, setting up clear expectations and norms helps to have better understanding between the manager and employee. These are simple tips that can bridge the remoteness 1) Demonstrate care by Frequent check- in on non work agendas like health , hobbies, morale , etc 2) include them in important milestones celebrations / achievements even on a virtual mode 3) regular feedback on goals 4) if possible , arrange an event that encourages employees to travel for a physical set up occasionally 5) encourage participation in work related social platforms 6) inclusive meetings via building infrastructures that allow the remote employees to express their opinions 7) don’t shy to Over communicate

Focus on people's strengths and assign tasks accordingly or in other words make them do things they like or keen to improve on. The principles of strength-centric task assignment are universally applicable, cultivating excellence and team engagement, no matter the working environment. By directing attention to individual strengths and allocating tasks that resonate with their passions, organizations can unlock a wealth of benefits, regardless of the team's physical location.

First and foremost, it's important to realize that working from home is a choice in some situations. While employees may benefit from working from home, there are a few things they may lose out on, such as network connectivity and staff quality. Second, we must provide the employee with all the resources necessary to enable him to perform and report in accordance with the demands of his job.

It's easy to fall into silos when you have a full or even partial remote workforce. You can encourage employees from different departments or locations to work together on cross-functional projects. This helps promote collaboration and creates opportunities for employees to learn from each other, and get to know others within the organization that they might not have met otherwise.

Such an important part of any organizational management process, but especially with remote teams, is ensuring that there are intentional communication channels between team members and other stake holders. Employees should know who and how to communicate with each other so that progress is not slowed by an unneccesary communication barrier!

Make conscious efforts to get everyone engaged and encourage people to speak. Ask their opinions when they don't open up. Have a one-on-one when people don't open up. The idea is to let folks know that you are making extra effort to get everyone engaged.

My experience is to just trust your reporting, embrace them and always check in weekly from a supportive side. Communication is always critical and feedback as well. The top performance on site will always perform the same remotely! The ones that needs more supervision will be the remotely, so you know already how they are so focus on providing the right guidance to follow through with them. Trust your people and treat them always as human that needs connection always! You will have good results, always wait for the best and you will have it.??

Investing in Employee Resource Groups presents a significant opportunity for companies embracing remote work. This approach not only bolsters the execution of your internal Diversity, Equity, and Inclusion (DEI) strategy but also fosters meaningful connections among remote employees across different departments and position levels. Often connecting client facing employees with those who aren’t. By breaking down silos and nurturing cross-departmental bonds, it fortifies company culture. True connections foster a sense of commitment, encouraging employees to go above and beyond, not out of obligation, but because they genuinely want to contribute.

This one is critical in managing remote team members. In order for team members to feel motivated and empowered there needs to be a sense of belonging. Belonging comes from trust and a sense of community. Those who feel connected to a workplace are more motivated in the long run. Keep a sense of “team” by ensuring remote get togethers and care for all team members both professionally and personally. Create belonging and naturally instill motivation.

In the ever-changing landscape of remote work, it’s not just about meetings and deadlines. It’s about nurturing a culture of unwavering trust, reaching out with the human touch, and protecting the very heart and soul of our remote team - their wellbeing. Each day, we should stand together, even when miles apart, for a stronger, healthier work family. ??

In my experience working with many organizations, implementing a sound peer-to-peer recognition strategy has been critical towards fostering connection in a remote environment. The value of recognition on its own supports improved engagement, retention and ties into intrinsic motivation, but is even AMPLIFIED in remote environments. In an environment where there is peer-to-peer recognition, it amplifies the important behaviors and values in an organization, but is also genuine and has high impact, since it comes from people who have a deep understanding of the work (versus only top-down recognition).

Motivation is instrumental for a good performance. Motivation can be influenced in many ways but based on my experience I would summarize it at follows: 1. purpose - when employees understand how their work fits into the bigger picture, they feel a greater sense of ownership and responsibility for their work. 2. self empowerment - trust your team members, give them freedom to act. Self empowered people are making positive choices, taking action to advance, and are being confident in their ability to make and execute decisions. 3. respect and dignity- treat others with respect and dignity e.g. acknowledge each person’s basic dignity, have empathy for every person’s life situation; listen to and encourage each other’s opinions and input; v

Never miss an opportunity to appreciate folks who have done well. Spread the message loud and far. Use all-hands meeting to amplify the good work done by team.

If you’re properly empowering your team members to complete their work, you may only see a fraction of what they achieve and how they go about doing this every day. It is important when evaluating performance that you’re also gathering more feedback from the primary stakeholders that they work with day to day (where appropriate). Ensure that you develop a fair criteria framework when soliciting this feedback so people can remain as objective as possible.

The feeling of being left out, due to being in a remote role, can be troubling and demoralizing, for an employee. Include, involve and make them a part of all processes at par or as much as the on site individuals.

Monitor your team’s performance on a consistent basis and give feedbacks. Make sure that they understand your expectations and work smart towards achieving them.

Make objective goals and milestones. Monitor and provide frequent feedback. It’s not that hard. Trust and mutual respect is key.

When monitoring and evaluating performance of remote employees, one factor to keep in mind that, juts because they are working from home, that doesn't mean they don't have other life after the work. So don't take that not willing to work 24/7 as a negative factor of performance evolution.

I would challenge that this is probably the most important part of managing remote employees. We focus on this by: - Creating a virtual office: (same day each week as a standing invite in the diaries) once a week team members are encouraged to avoid calls / meetings, and dial into a virtual office (drop in/drop out) and carry on with their day-to-day, but with the "background" noise of an office, chatting / sharing as they would if they were in the office. - Setting up coffee pairing: pair people once a month to have a virtual coffee catch-up; organised by themselves at their leisure. - Quarterly in person get-together: using the time to lunch together, do group activities, and always include a well-being pulse check.

Expecting a 9-5 behavior in a remote work arrangement is kind of an abnormal expectation. Thus we got to provide the family friendly flexible space as far as practicable. For me more than what organization can provide for staff well-being, the staff should be committed to self-care and the people manager should provide that space. There's no fun in causing the stress in the first place and later teaching the staff the coping mechanism.

Working remotely can be an isolating experience for some team members and heaven for others; appreciating the diversity within the team and what makes them tick will keep their well-being in check and raise their level of satisfaction. Tailoring team building activities to speak to all members and encouraging them to be vocal about expressing their preferred working style and needs, would maintain a positive culture across all and high levels of job satisfaction.

When prioritizing the well-being of your remote workers, it's crucial to recognize and emphasize with the unique challenges they may encounter. This can be demonstrated by genuinely inquiring about their well-being and understanding the aspects of their life beyond work. By doing so, you not only foster their happiness and sense of security but also promote a more supportive and inclusive work environment.

In remote work settings, it's easy to overlook employee initiatives and engagement. Without strong employee programs, workers might feel isolated and detached. Employers need to ensure there are initiatives in place, such as an engagement calendar with specific actions!

Make sure there are well-organized meetings. 1) There should always be a facilitator responsible for the agenda and the action plan. 2) Only invite people who need to attend. 3) The facilitator should monitor the progress of the action plan.

Few pointers which may have a better impact in Asian workspaces - 1) Build Trust, 2) More on Mentor less on monitor, 3) Empathy & Gratitude All the pointers are well written & considering remote communication is the key and there are some unspoken rules which also comes into play. Not easy, however these basics can definitely makes life easier.

Create opportunities for remote employees to connect and collaborate with their colleagues. Encourage team-building activities, virtual meetings, and social interactions to foster a sense of belonging and build strong team relationships.

1. Take extra effort to onboard the new employees to the organisation culture and values with some examples and stories. 2. Enable the team to identify urgent & important issues and highlight when necessary. 3. Recognise their contribution and highlight on how the same contributes to the organisation goals. 4. Create forums for them to engage with colleagues beyond the set team so they feel connected to the larger organisation purpose and contribute.

NEVER INSULT/ ABUSE Working from remote has its own limitations and we are never sure about the working vicinity of remote base employee. In such scenario if anyone insult or abuse employee, their immediate reaction gets reflect on face and morale to those who are in close proximity of their dear ones. Such behaviour is disheartening and spoil company goodwill and department image. Family is the only place where humans seek emotional support during distress. During remote working if an employee is ill-treat while he is alongwith his/her family, colleagues or even in lone condition, then this becomes a permanent set back, which may even lead to psychological breakdown. It may give chance to distressed employes to add fuel in fire.