At the start of the pandemic, many businesses found that remote working helped their employees to increase their output. In fact, an incredible 77% of employees felt that working from home boosted their productivity, while 23% worked longer hours willingly to get more done. However, it’s now been two years since the first lockdown and some workforces are understandably running out of steam. What was once a novel way of working has quickly become the norm, leading work performance to drop from its all-time high. How about some essential strategies to keep your remote workforce performance high?
While it’s normal for productivity to fluctuate throughout the year, a significant drop in the amount of work being produced by an otherwise competent team can be worrying. So, what can managers do to keep their employees motivated and maintain those high standards for performance year-round? This blog has some essential tips that every team leader can take on board and implement into their business’s working practices.
Invest in better tools
Giving your employees the wrong tools for the job can slow them down immensely. If you’re making the transition from a physical office to a remote working setup, don’t assume that your current solutions will be up to the task. Not only will you need to make sure that every member of staff has a fast laptop and appropriate hardware to complete their jobs, but you’ll need to look into different types of software as well. Start by finding an application or service like RingCentral’s business phone system that facilitates accessible communication over the internet. Most of these will be free of charge, but some companies will offer you the chance to upgrade to a premium subscription if needed. Popular options include Zoom, Google Meet and Slack.
It’s also worth noting that it’s not just communication software that can be beneficial when running a remote workforce. For example, if you have several team members who work in tax and accounting then having a cloud based solution (such as software for payroll) will allow them to log in remotely wherever they are based (contrast this with traditional software solutions which can be locked to one location).
Be as flexible as you can
Many employees love remote working because of the flexibility it affords them, so it’s important to allow them this freedom. Some managers may stipulate that their staff work a rigid 9-5 day from home, but often this isn’t the most productive way of running a team. While it’s crucial that your team is hitting deadlines and attending meetings, what they do in between shouldn’t matter too much. For example, allowing your employees to go for walks during the day or have an extended lunch won’t matter too much in the grand scheme of things, especially if they make up that lost time in the evenings or early the next morning. The best way to measure teams is not by how many hours they work but what is their overall output.
Sometimes, employees might need to go to the dentist, pick up the kids from school or take a few hours out of their day for an electrician’s visit. Working from home allows staff to fit these activities around their jobs without needing to take a day off, so try to support them in this. Although It’s easy to assume you will get more productivity from people working eight hours consecutively each day in reality being less flexible is likely to make people less productive.
Offer additional support
Remote working can be isolating and some members of staff might feel like they aren’t getting the support they need to grow in their roles. As a business owner or manager, it’s your job to ensure that your employees are being listened to and feel heard. With 66% of employees stating they would leave their jobs if they felt undervalued, positive feedback is of the utmost importance. The best way for managers to make sure their employees know they’re doing a good job is by scheduling regular check-ins. These should be additional meetings to group discussions, allowing individuals to speak up about any concerns they might be having. Want to know more about remote workforce performance?
Not only should managers make an effort to give employees positive feedback, but they should spend some time setting goals with them. Always ask your team how they would like to progress and always do your best to support their ambitions. For example, if a junior employee expresses a desire to get more management experience, perhaps you can give them the chance to shadow a more senior member of the team.
Socialize
When we think about performance and productivity, it’s natural to assume that employees should be working more in order to achieve their goals. However, remote working can leave staff feeling burned out, especially if they’re struggling to separate their working day from relaxation. Sometimes the best way of boosting performance is by allowing people to take a break and socialize. Yes remote workforce performance does need to socialize.
Connecting with your co-workers on a more social level can not only raise morale but can also strengthen bonds between teams and improve day-to-day communication. Managers should encourage employees to converse amongst themselves and should try and appear interested in their personal lives. Even having a five-minute discussion about the weekend on a Monday can leave employees feeling more motivated and valued.
To take this one step further, businesses should consider hosting in-person events that are optional to attend. This will allow employees who miss in-person contact to socialize with their colleagues without putting too much pressure on those who would prefer to stay 100% remote. Alternatively, managers could also host after-work social events where teams can get together on a video call and chat over a drink.
Every business has different needs when it comes to remote working, but paying close attention to your employees’ needs is the best way to ensure performance remains at a high standard.
