With the growing remote work trend, entrepreneurs seek information on managing a distributed team. Some advocate remote work hinders the quality of work or negatively impacts the work culture. Conversely, others laud its flexibility and the amount of production from remote employees. In effect, there are both positives and negatives to managing a remote team of employees.
Coursera, an online training platform, opines that remote work or working from home remains popular amongst companies. “Remote work models allow the business world to operate without relying on physical spaces. Companies can attract global talent, train employees, and connect with customers using digital collaboration tools. This may enable them to downsize their office footprint. Individuals who work remotely can often experience better work-life balance and upskill quickly on various online education platforms.”
Remote Work or No Remote Work
First and foremost, the entrepreneur or his human resources staff must strike the right tone when handling this ongoing work topic of working from home. Lumping all staff into one policy without consideration and flexibility can lead to a culture that does not thrive. Consequently, companies have lost some of their best workers. Unfortunately, this happens, especially in the tech industry, due to an inflexible mindset about remote work.
Electronic Caregiver’s Chief Human Resources Officer strives always to strike the right tone concerning remote working, flexible scheduling, and hybrids.
“Working from home (WFM) in the post-COVID era has allowed me to evaluate its impact on our organization. Over the past decade, this development within the industry has been a complex issue for all aspects of business.
While studies have shown that WFH policies increased productivity and cost savings, fostering a strong organizational culture is more challenging. I firmly believe there is more innovation and collaboration in problem-solving when people come together to discuss ideas in person. And a strong work culture directly correlates to higher productivity. We’ve had to adjust, with fewer WFH employees and a more substantial shift to hybrid schedules. I look at our organization from the perspective of a company operating in both the healthcare and technology sectors.
We have no WFH or hybrid positions in our Client Care Coordination divisions, which I consider our customer service sector. This area is where decisions happen quickly, and immediate answers are required. The decisions require on-the-spot discussions with access to various personnel and data. Our Technology division has been more open to hybrid scheduling. This contributes to our retention and recruitment for that division” – Al Parra, Chief Human Resources Officer, Electronic Caregiver, Inc.
Why People Like Working Remote
There are many reasons people work remotely. Location is the number one reason for those out of state and in other countries. One of the least talked about valid reasons is healthcare management. When managing chronic care, working remotely allows people to set boundaries, take breaks, and prioritize self-care in a way they could not in public places.
Subsequently, working from home allows a company to retain quality staff and continue to contribute to the company positively. As an entrepreneur, it is imperative to know your people and to be able to trust them with your vision and your company’s future. As I’ve stated before. “ A great managerial skill is to bring people together, listen to their perspectives, and encourage each of them to understand the other’s situation, priorities, pivots, shifts, and pressures.
Other reasons cited most by remote workers include:
- Flexibility: Employees can set their hours and work schedules to fit their personal needs, such as childcare or appointments.
- Commute time saved: Eliminates the need to travel to an office, saving time and money.
Improved work-life balance: Integrating personal life with work responsibilities is easier.
- Greater autonomy: Employees have more control over their work environment and schedule.
- Potential for increased productivity: Some people find they can focus better and be more productive working from home.
- Cost savings: Reduced expenses related to commuting, like transportation costs.
More comfortable work environment: Ability to work in a space that suits their needs.
Managing A Distributed Workforce
Utilize Collaboration Tools:
Leverage project management software like Asana, Trello, or Basecamp to track progress, assign tasks, and share documents. Employ video conferencing tools like Zoom for team meetings and collaboration sessions. Our company utilizes Microsoft TEAMS and finds it a good centralized platform for real-time communication between staff.
Onboarding Process:
Look for candidates with strong self-management skills, excellent communication abilities, and a positive attitude toward remote work. HireWithNear.com suggests employers ask potential remote workers how they stay motivated, manage their time, and prioritize tasks.
Develop a comprehensive onboarding process that includes introductions to the team, company culture, and relevant tools. Provide dedicated support during the initial weeks to help remote employees acclimate.
Foster Team Culture, Even in Remote Work Processes:
Session Lab describes a good team culture as” “one where everyone in the team is aligned on purpose, values, behaviors, and working practices while also feeling they are celebrated as individuals.” Many experts agree that it’s easy to slip into a toxic or unproductive culture without a healthy and well-defined team culture.
Also, virtual team-building activities should be organized to promote connection and camaraderie. Recognize individual achievements and celebrate team milestones. Encourage social interactions through virtual coffee breaks or social events.
Respect Work-Life Balance:
Promote healthy work boundaries and encourage employees to take breaks. Be mindful of time zone differences when scheduling meetings and requesting work outside regular hours. Actively work to create a sense of belonging and team cohesion through virtual interactions. Focus on measurable outcomes and clearly defined goals rather than solely relying on “hours worked.”
In summary, to effectively manage a hybrid workforce and keep everyone happy, there are intentional things we can do. Prioritize clear communication, flexible work schedules, and a strong focus on employee wellbeing. Additionally, clear policies should be established, and a culture that actively includes both in-office and remote workers should be created. Ensure everyone feels valued and connected regardless of location.