Tips for Creating and Strengthening Relationships with Remote Employees.

A few months ago, on the blog, I gave tips for businesses managing teleworking employees.

Today, I would like to address both the managers of virtual employees and the telecommuters

themselves. This includes those of you who are working from home, as remote employees.


Members of a Virtual Team:


1. Be dependable and reliable. Make sure you are taking this job as seriously as you would

if you were in the physical office. Meet the deadlines set out for you by your manager. If

you are unable to meet the agreed-upon deadline for your project, make sure and keep

everyone involved apprised of the situation, and where you are on the project.


2. Make sure you know what your management expects. Clear communication is key

when you are working remotely. Make sure expectations and deadlines are understood

by both parties involved so there are no surprises. If you aren't clear on your boss's

expectations, speak up.


3. Get to know your colleagues. When you are working on a project with others, take time

to get familiar with those you will be working with. You won't have the same

opportunity to get to know your peers as you would if you worked in an office together,

so do a little research (either on social media or by sending them a get-to-know-you

email) so you can see where they are coming from. You may also want to take a minute

or two to find out a little about them on the phone. It's important to create a

relationship with those on your virtual team.


4. Talk when you need to. Technology is great! Being able to email and message people is

a very efficient way to communicate. But sometimes things can get lost in translation

and emails can be ambiguous. If you are dealing with a topic that can be easily

misunderstood, or one that is complicated, you will want to pick up the phone rather

than shooting off an email.


5. Don't get lost. If you can arrange regular progress reports and stay in regular

communication with your boss, you won't fall off his radar. Be assertive and proactive so

that you will not get overlooked, as can happen when you aren't in their proximity daily.


6. Keep up to date on technology. Make sure you are proficient in the latest hardware and

software that will be needed for the job. You don't want to slow down the team by

being the person who always needs to ask how to do things. If you don't know how,

take some time to learn.


7. Research cultural differences and take them into consideration. Because you are

working remotely, your colleagues may be from different countries, have different

backgrounds, and different cultures than you. You want to be sensitive to the cultural

differences of your colleagues. You may want to invest in sensitivity training (Proven

Training Solutions offers this).


Virtual Team Managers:

1. Make sure your expectations are clear. Are your directions and expectations clear?

Ensure that your remote employees are aware of your what you expect regarding

deadlines and work completed.


2. Use virtual meetings as a tool. You will need to become a master of communication and

be able to manage virtual meetings so that your team can effectively communicate.

3. Hire the right people. Some qualities that make people well-suited for remote work

include: above average communication skills, ability to work on their own, being self-

starter, and great organizational skills. List these qualities when posting and

interviewing for the position. You want to make sure that the person ( or people ) you

hire are suited for the job.


4. Make your orientation face-to-face. Once you've hired the right person, it's time to

train them. Take time to meet with your new employee in person if possible. Meeting in

person can make a difference in the quality of your working relationship.


5. Be sensitive to cultural differences. Invest in cultural sensitivity training. Research the

country and culture of your new employees if they live in a different country than you.

This will help you inadvertently offend your new employee and will also help your

relationship grow.


6. When you commit - see it through. It can be extremely frustrating for an employee

when the manager procrastinates. If they have to wait at length for you to make a

decision or to get back to them with the information they need to complete a project, it

could hurt your relationship. Commit to following through on  your commitments to

your remote employees.

These days more people are teleworking than ever before. I have noticed a dramatic increase in the demand for training in this area. Hopefully managers find these tips useful and can keep them in mind when managing their off-site employees.

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

Thoughts on Sensitivity Training Going into 2016

Hello everyone, Bill Walsh here. 

I hope you are all having a great holiday season and if you are reading this after December 31st then a Happy New Year to you!

Going into 2016 I have been booked for many Sensitivity Training Courses for businesses in Washington and Arlington. This is something that doesn’t really surprise me as many business operators like to start the new year off with new training for their employees.

Year after year Sensitivity Training continues to be a popular training course and honestly, I think this is a good thing. 

With more and more instances of workplace harassment and abuse being reported each year, it seems to be that there is no such thing as TOO MUCH awareness about this issue.

The only problem that I find when it comes to sensitivity training is that not everyone takes it as seriously as they should. If I had a dollar for every time someone made an “insensitive” joke during their sensitive training I would be a rich man!

Employees, often snicker and laugh when dealing with the sensitive matters addressed during “sensitivity training”. As the trainer I have learnt to take this with a grain of salt. I just hope that what I am teaching sinks in.

It is true that we are in a very enlightened era. However, matters of workplace harassment and abuse are not to be scoffed at. Inappropriate conduct can cost businesses money when lawsuits are filed. Employees, can lose their job if they do not conduct themselves appropriately. 

For this reason Sensitivity Training continues to be necessary (and needed) in all workplaces. It doesn’t matter how modern or progressive your office is your employees need to be properly educated about conduct issues. It is wise to provide them with training for liability purposes as well. This way you can at least be certain that everyone is aware of the expectations and policies that are in place.

That is just my two cents. Going into 2016, I am hoping that there will be less “news” about large  workplace harassment lawsuits. I also am hoping that my training courses actually sink in.

Until next time

-Bill

Proven Training Solutions provides sensitivity training in DC area including Washington, Virginia and Arlington.

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.

3 Things To Know About Managing Offsite Employees

3 Things To Know About Managing Offsite Employees

Welcome back to my personal proven training blog. Today, I want to share some more information about a popular training curriculum that I have been promoting, Managing Offsite and Remote Employees.

At Proven Training Solutions, Managing Offsite and Remote Employees is one of our most popular training programs specifically in the DC area. I am often recruited to coach managers on these topics in Washington, Virginia and Arlington. In these demographics there appears to be more businesses working with employees off site. An offsite employee is any employee that does not work in the main building with the other staff. This employee may be located anywhere. They may work from home or be located in another facility.

So, if you find yourself in a situation where you are responsible for managing a remote employee, what do you do?

These days thanks to the internet and mobile devices it is easy to stay in touch with off site employees. However, motivating, managing and communicating with them is a whole other story.

I am going to share with you three things that I recommend all managers do when dealing with an employee who is telecommuting.

1. More contact

Although you will see an offsite employee less you should talk to them more. This isn't just for efficiency and discipline, but to help make that employee feel as if they are still part of the team. You want everyone who is working for you to feel like them matter. Scheduling regular daily check ins is a good way to do this.

2. Call them, don't text or email them

When dealing with a remote employee it may feel easy just to send communications via email or text. However, it is a better idea to call them on the phone or video conference when possible so that, once again, they feel connected. Adding this personal touch will help make the employee feel as if they are more responsible and will help with time management. Not to mention it will assist in nurturing loyalty as well as open communication.

Remember, texts and emails can often be misconstrued. Make a phone call to remote employees to assure that communication is clear. This is especially important when discussing sensitive issues.

3. Make an effort to make that individual feel included in the team dynamic

Lastly, if you wish to be successful managing an employee off site make sure that you include them in all aspects of business operation. This includes both onsite and offsite issues. Have them provide feedback on new projects as well. Do not exclude them from the team just because they are located offsite. This will make this employee feel more valued.

These days there are more and more business structures that include employees working offsite. Because of technology there is absolutely no reason why a remote employee should ever feel off the grid. Our Proven Training Solutions program Managing Offsite and Remote Employees educates managers about the challenges of dealing with employees who are not working in the same facility with them. 

If you'd like to find out more specific details about this curriculum, do not hesitate to visit Proven Training Solutions.

Until next time,
-Bill Walsh

Preventing Harassment in The Workplace Starts With Proper Training And Awareness

Hello again,

Thanks for visiting my Proven Training Blog! Today I want to talk about one of the most important issues people in the workforce deal with today, sexual harassment.

Sexual harassment lawsuits affect more than just productivity. If a suit is issued it can lead to a costly legal case. 

When sexual harassment occurs in the workplace everyone is impacted. It can lower moral, upset the workplace dynamic and makes it very difficult for people to trust one another and feel safe at work.

In my experience as a business professional I have found that the best way to avoid harassment issues is by providing proper awareness training for your staff. When behaviour expectations are properly communicated and enforced, employees are less likely to act inappropriately leading to issues down the road. With proper training regarding sexual harassment employees are more likely to treat each other with respect. 

The Proven Training Solutions Preventing Harassment in The Workplace Curriculum 

At Proven Training Solutions we have created the perfect program to educate and inform employees about harassment issues in the workplace. The training program titled: Preventing Harassment in The Workplace is about building stronger working relationships through an increased understanding of diversity. 

With this program we focus on improving productivity by providing more comfortable working climate where everyone feels like an essential part of the team.

It is about educating employees about communicating professionally with one another.

By providing this type of training we are able to reduce the amount of harassment complaints that are caused by miscommunication.

We can also reduce the amount of labor claims made against your company by educating staff about sexual harassment and proper workplace conduct.

In our program we address cultural, generation and religious difference that relate to sensitivity.

As part of our prevention training we teach employees about proper communication and respect so that we can essentially eradicate any harassment or discrimination.

At the end of the day avoiding sexual harassment or any harassment related complaints in the workplace is about providing proper training for all of your employees. As always education and awareness is the first step to prevention.

If you are interested in finding out more about preventing harassment in the workplace, visit our Proven Training Solutions website today.

Sensitivity Training For Physicians: Why it Matters!

Sensitivity Training For Physicians: Why it matters!

Bill Walsh discusses sensitivity training for doctors

I am finally back!

I have spent my summer hosting several sensitivity training courses specifically for doctors. Over the last few years the demand for sensitivity training for physicians has dramatically increased! For this reason I have developed a specific proven training curriculum that caters to individuals employed in the medical field. In today's blog I want to talk about this new curriculum and why sensitivity training for individuals in this important industry is approached a little bit differently.

I mentioned in my last blog, Sensitivity Training for Executives that sensitivity training can be extremely beneficial for all workplaces. Not only does sensitivity training help to assure that everyone is conducting themselves in a respectful and professional manner, it also helps to clarify some of the common questions that employees have about workplace interactions. When your employees receive sensitivity training they are less likely to act inappropriately or put your corporation at risk of interpersonal liabilities.

When it comes to sensitivity training for doctors, this is extremely important! Not only because physicians need to represent themselves professionally around their co-workers but also because they have to be conscious about how they behave around patients.

Throughout the day medical professionals encounter a variety of different people in various circumstances. It is important that they know how to responsibly engage and interact with these patients while also remaining professional and adhering to the conduct guidelines that have been established by their employer.

All of these components are addressed in the Proven Training Solutions Sensitivity Training For Doctors training program. This curriculum has been specifically designed for medical professionals and the things that they encounter every day in their industry.

Concepts Covered in Sensitivity Training For Doctors

I. Understand and Reinforce the Need for Sensitivity & Communication Skills Training

1. Review the realities of insensitivity, discrimination and harassment
2. Identify the importance of sensitivity training for doctors
3. Participate in a sensitivity & bias assessment
4. Understand the importance of being sensitive to different peoples
5. Identify individual responsibility in preventing insensitivity or harassment
6. Understand the legal liabilities of insensitivity, discrimination and harassment
7. Realize how communication style can contribute to insensitivity & perceived disrespect

II. Establish Respect as the Platform for Developing an Inclusive Healthcare Workplace

1. Define what a respectful health care environment should look like in your organization
2. Gain an improved understanding of the right attitudes to create a respectful workplace
3. Learn the communication skills to succeed  in a diverse healthcare environment
4. Incorporate respect for yourself and others as a core value
5. Define and explain both real and perceived insensitivity, discrimination or harassment
6. Identify the 10 most common patterns of insensitivity & disrespectful behavior
7. Develop the foundation for a sensitive and inclusive healthcare and work environment

III. Increase Sensitivity & Awareness in Healthcare with Respectful Communication Skills

1. Communicate & review hospital or practice anti-harassment/discrimination policies during sensitivity training for doctors
2. Identify state and federally protected groups
3. Learn the steps necessary to establish the correct workplace environment
4. Communicate and work more effectively with different people and personalities
5. Understand how communication styles can affect people’s perceptions understandings
6. Overcome the most common stereotypes
7. Review courteous & respectful communication
8. Review courteous and respectful behavior in healthcare settings
9. Develop an individual action plan to increase sensitivity & respectful communication

Lately, I have been busy hosting sensitivity training courses for medical facilities that wish to provide this important training to their staff.

I believe that this program can be extremely beneficial for physicians because it provides them with the information that they need to work without concerns about sensitivity issues.

It is an excellent for all medical employers to provide this special training for their employees to dramatically reduce the risk of liability and ensure a standard of conduct is upheld!

- Bill Walsh