A growing number of employees nowadays work remotely. This is possible as a result of advancements in technology. The rewards are many for both employee and employer. Employers can spend less money as they have less people that need space in the workplace. Employees that work remotely are often more productive; they spend less time commuting, and they have the flexibility to adjust their work around their life instead of working 9 hours straight, which can cause burnout.
Remote Worker Challenges
One worry that many employers have when deciding to hire remote workers is, how can they monitor the volume of work they do? How do they know they are truly working and not just playing games on their computer all day long?
By setting realistic deadlines employers can monitor their remote workers effectively. This is a change in managerial strategy; it puts the focus on the goal instead of the hours that the employee works. Ultimately, employees are the only ones who know when they perform most optimally, even if it is from midnight to 4am.
Setting Remote Worker Deadlines
This can be the easiest way to monitor your remote workers. Employers could decide that a certain amount of work needs to be completed by Friday. One other way would be to set up weekly or bi-weekly meetings via phone or video chat. To resolve any feelings of detachment some employers may ask that a remote worker spend one day a week in the office. This can help keep everyone on course and informed.
Off-Site Not a Permanent Condition
While many individuals may have the personal discipline and time management skills to successfully work remotely, some don’t. So, if an employee doesn’t work well remotely, and that has become clear, remote working doesn’t have to stay permanent, it can easily be revoked. Ultimately, trust within the employee/employer relationship is one of the key components of a successful remote working relationship. The employee needs to preserve that trust by hitting deadlines and delivering high quality work.
