More tips for Managing Offsite and Teleworking Employees

Last week we talked about managing team members who are working remotely. In today’s blog we are going to talk a bit more about strategies for improving communication and productivity from your off site staff.

As a manager there are a few things that so make dealing with offsite and teleworking employees that are slightly more difficult. For instance, when you have off site employees you have to be more diligent about communicating and interacting with your employees. Instead of waiting to run into them at the water cooler you must go out of your way to touch base and communicate clearly with your remote employees

When you do communicate with your off site employees it is important to be organized and discuss the important items that need to be dealt with. Here are some pointers to make this easier.

Communicating effectively with your off site or remote employees

1. Establish goals

First things first, in order to make the most out of the time you have talking to your off site employee begin the conversation by defining some clear goals for the conversation.

This will help you stay on track and make sure you get to the most important items during the conversation.

2.  Plan for the next conversation

Once you have touched on your goals for the conversation also make sure that you establish your expectations for the next conversation. Also schedule the future conversation so that your remote employee has a clear deadline.

3. Let your employee know how they can reach you if they need you

Before you conclude your conversation make sure that you also let your employee know when you will be available if you are needed for questions or clarification. This helps to let your employee feel more comfortable reaching out to you if they need assistance before your next scheduled conversation.

4. Reinforce the positive

Because remote employees often feel out of the loop make an effort to reinforce the positive and thank them for their role in the team!

5. Don’t leave them out

Lastly make an extra effort to include remote employees in workplace meetings, social events and communications. If you want your off site employees to give their all. Make sure that you include them in the day to day operations of the business. 

When you are dealing with employees who are not located in the same building as the rest of your team it can be easy to forget or neglect that relationship. As a manager it is important to go the extra mile when communicating with your telecommuters so that they feel as if they are part of the bigger picture. This will help you to create a stronger and more productive working environment. 

-Bill

Proven Training Solutions provides training for managing virtual and remote employees in DC area including Washington, Virginia and Arlington.

How to Successfully Manage Teleworking and Offsite Employees

Hey everyone, it is Bill again and I am back to share a few of my thoughts on managing employees who are telecommuting!

A larger number of businesses are allowing their employees to work remotely these days. As more companies embrace this trend, new techniques to manage teleworking and offsite employees are being explored. New technology has made the management of employees located at home (or other locations) easier than ever. However, not having your team onsite every day can raise a few workplace challenges. Today, we are going to talk about some helpful strategies that will allow you to more easily support and lead a team offsite staff.

Individuals in all industries, working in all sorts of roles are now able to stay home and work remotely.This can be an excellent way for a company to save money on office spaces. It can also boost morale and overall productivity. 

In these circumstances managers often struggle to coach and lead remote workers effectively with the biggest challenge being clear communication and regulating time management. 

I have had many years of experience coaching leaders on managing employees. I also have a few theories about how you can keep things running smoothly even when managing teleworkers/ offsite individuals. 

Communication is key!

Employees working remotely, can often get left out of the loop. 

This is especially true when dealing with different time zones or work schedules. 

As a manager it is important to remember that you cannot expect everyone to be available all of the time.

To make the telecommuting experience more beneficial for everyone it is important to establish communication guidelines and expectations early on. Come up with routine virtual meeting times that are consistently the same. Also express deadlines for responses on important emails or assignments. You should also make sure that you also stick to these agreements as the manager. Lead by example and set a standard so that your employees know that you are reliable. Good employees will return the favour!

Time Management is Not As Important As Meeting Deadlines -

Truthfully when you are dealing with telecommuters it is nearly impossible to expect your employees to work on a "set schedule". The greatest perk of remote work is that you can create your own day structure and choose when and how you work. 

Instead of taking this flexibility away from your employees embrace it! Avoid making "rules" about how many hours each day employees must work. Do set concrete deadlines and encourage your remote employees to meet them. Try allowing your employees to choose their own work schedule but also be clear about your deadline expectations. 

You'll find that some employees prefer an 8 hour work day, while others will take days off and work full days to get the job done. You will also find that morale is higher because employees are free to manage their own time. 

Make this work by keeping the lines of communication clear and sticking to a regular communication schedule.

Embracing the challenge of managing teleworking and offsite employees 

Obviously, managing teleworking employees comes with a fair share of challenges. In my experience I have found that the best way to work with a team under these circumstances is by embracing the situation and actually using it as an incentive. If you make it clear that working remotely is a privilege and way that you show trust to your staff, you will be met with a much more positive response. Remember though, you have to set communication standards and maintain them to make the arrangement work. You should also "let go" of the 8 hour work day and embrace a more free range structure for your remote team. Try to place emphasis on getting the work done in time for a deadline rather that within a conventional work day.

Good Luck!

-Bill Walsh

For more information about virtual or offsite employees visit Proven Training Solutions.

Currently offering training for managing virtual and remote employees in DC area including Washington, Virginia and Arlington.