How to Set Employee Expectations for Remote Work
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Remote teams require a different and more nuanced touch than in-person teams. By setting clear boundaries and expectations for communication and workplace engagement, remote teams can thrive just as much as those in the same location.
The remote workplace is here to stay. Research indicates that almost 98 percent of workers want some remote work capabilities moving forward . In addition, at least 30% of those workers desire the flexibility to help dictate their schedules and environments.?
With so many professionals driving the workplace toward a remote-friendly (if not remote-focused) model, how do employers promote productivity, encourage a cohesive culture and reduce turnover?
It all comes down to building expectations rooted in performance. As businesses embrace the models of remote-first or hybrid schedules, it is important to communicate clear guidelines across the board for all employees, not just the remote ones.
The Rise of Remote Work
Remote work is not new, but it did broaden during the pandemic. Offices, forced to close for safety reasons, sent their workers home with laptops in hand.?
As time went on, many of these employees found themselves more productive in a home environment. Some offices urged their employees to come back. Others embraced the flexibility that remote work gave their teams to work at their pace and where it was most comfortable.
But what seemed like a temporary solution has now given way to a permanent expectation. In many cases, remote work is an attractive perk for many new employees.?
How do managers adjust to the idea of working with a remote workforce? The backbone of their experience often involves copious amounts of in-person networking, facetime and watching their employees work from their corner office.
How to Manage Employees in a Remote Workplace
Contrary to what managers may think, working with remote employees is not the same as managing hybrid or in-person workers. It involves concerns that may not be necessary with those employees who sit in the office each day.?
Remote work complicates the common workplace concerns of logistics for equipment and meetings. It also adds difficulty to fostering culture and engagement.
Employers need to provide resources for teams to find information. Remote work adds a level of difficulty to accessing information. When a quick tap on the shoulder for a five-minute chat no longer exists, the need for robust documentation on processes, historical precedent and even minor details increases.?
When “water cooler” or “coffee pot” chats no longer happen due to a distributed workforce, it is up to managers to share crucial information that may come up because of those conversations.
Social isolation is one key concern of a fully remote workforce. Managers need to build a sense of belonging in their teams. In addition to those critical one-on-one meetings, creating opportunities both on the work calendar and outside of the workday for employees to engage with one another reduces the friction from seeing teammates only via screens or conference calls.
The biggest drawback to employers with a remote workforce is clear, open communication.
Remote Work Expectations
Remote employees cannot thrive without clear expectations. Common concerns around setting expectations for employees on remote teams include—but are not limited to—the following:
Communication
In addition to setting guidelines for what clear communication looks like, it also means dedicating time to processes like:?
“This is probably one of the trickiest things about working from home or remotely: keep the ‘team feeling’ and really connect with work employees,” remote work coach Julian Rabbi told Timothy Mably of LinkedIn News . “You need to be intentional about it and put the time to do so.”?
Time Tracking and Working Hours
Time tracking and working hours are two of the most significant hiccups that managers encounter with remote workers. Questions arise when managers and team members live in different time zones. Some workers feel more effective and productive outside a traditional “9-5” business day, but client expectations and needs dictate otherwise.?
Depending on roles and responsibilities, employees may have flexibility. Effective managers will ask the following questions (and help avoid the urge to micromanage remote employees):
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It is a given that remote work will likely allow team members to do other activities during the workday, such as starting a load of laundry or cooking a healthy lunch. Managers must allow their employees the same amount of leeway for general, non-work tasks as they would for employees having a quick chat about an unrelated topic at their desks.?
Some employers are opting for a results-focused workplace, which means that employees work remotely and still accomplish goals. If workers complete their tasks and their performance is on track, the actual time of day and hours worked may not be as important.
Meeting Attendance and Engagement?
“Zoom fatigue ” is real and a significant detriment to working remotely. The requirement for cameras to always be on during meetings can burn employees out even faster than if meetings are in person.?
Creating guidelines for when team members should have cameras on and appear engaged (like during client meetings) versus when they are not (internal meetings) can help.
On the opposite end, scheduling regular team meetings with video on and everyone engaged gives remote teams a better opportunity to make their voices heard and foster connections with one another. Finding the right balance – and taking the initiative to schedule these team meetings – fosters collaboration and team culture.
“I was at a meeting the other day where probably 50% of the people had their cameras off,” executive leadership coach John Burt told Lora Korpar of LinkedIn News . “And I think those types of things where people start to withdraw and do not want to be seen or part of the group is troublesome. I think we need to be asking people to be participating. We need to be checking in with them.”
Technology Usage?
Technology is both a benefit and a drawback. A company’s collaboration tools build a community around work-related and non-work topics. Use these tools to create remote versions of anything that would happen in the office. This includes birthday greetings and all-hands meetings to discuss major wins and employee recognition.
“There's plenty of team-building activities that you can do over Zoom,” Burt said . “Just bring people together. Let people know there's a connected feeling and that you really are a team versus just a collection of employees.”
Equipment Guidelines?
Most offices have equipment guidelines dictating the use policies for the technology employees have at their disposal. However, monitoring that usage in the office is a lot easier.?
Ensure employees know the appropriate policies regarding work equipment for personal use. IT professionals often view remote workers as a hurdle to information security, so explaining policies and provisions clearly to control this concern over use is vital.?
Companies may want to install monitoring software on their employees’ work machines, but it may not be necessary. If there are any questions about what constitutes appropriate use, ensure the employee has an open channel to ask them and that you can answer them.
Setting Expectations for Remote Employees
Remote employees are just as productive as those in the office, but it depends on the atmosphere, expectations and policies.?
Build guidelines to help remote teams thrive with proper equipment and opportunities. They should have the same resources to stay motivated as in-office teams.
The Future of Remote Work
The future of remote work is still up in the air for many companies, but companies that embrace it may have an easier time attracting top talent.?
It will not be easy for all organizations to adjust. The business may need to innovate practices, leave outdated tactics behind and shift expectations.?
Managers that have not managed remote teams before should have candid conversations with people throughout the organization to learn about best practices. This will allow them to hone their skills and become effective leaders, whether their team is sitting down the hall or is spread across the country.
Top Takeaways
How to set employee expectations for remote work
(Reporting by NPD)