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Tips for Managing Remote Workers

The current pandemic has changed a lot of things, and a lot of lives. We had to rethink a lot of things, including the workplace. Those who could, started working remotely. A lot of office workers whose jobs rely on a steady internet connection and a computer, rather than their presence at the office were among the first ones to embrace this change.

However, adapting to working from home is not easy and simple to everyone, especially managers who need to ensure a cohesion between different members of the team, as well as different teams in general.

That’s why we asked the champions of remote work – The Computer Admin to share some tips and tricks on how to stay productive and how to motivate people and keep them streamlined.

Set Up Proper Communication Channels

Whether you are working from your office or home, communication with your team and coworkers is paramount to the success of the operation.

That being said, it is often much easier establishing this communication in person rather than online. That’s why it is important to establish right from the start which tools and channels will be used for communication and sticking to the plan. That way, nothing falls to the cracks, no tasks are unaddressed and there’s no miscommunication.

Fortunately, we live in a little gold age of communication and productivity tools, from the hugely popular Zoom, to Skype, and even Google’s own suite of tools can make your interactions and communication much simpler.

Working remotely

Set Up Assistance Processes

As mentioned before, not everyone will be able to adapt to working from home that easily. Some people need the rigidity of the office to keep them productive, whereas others might not be used to using exclusively online communication.

That’s why a good manager will keep a line of communication open and offer any kind of help to people who are struggling to adapt. It may be something as simple as helping them find their login information or as complex as setting up their whole workstation. If you value your workers, be sure to hear them out.

Online tech support teams are available in many bigger companies as a standard, but with the work from home becoming a standard for the time being, perhaps even small to mid-size companies should consider bringing in such experts as well.

Evaluate the Work of Your People Often

Even if you are not accustomed to commenting on the work your employees do in regular circumstances, these are not exactly regular times. Therefore, giving feedback to your employees could help them become more confident in their independent work, especially if they are new to fully remote work.

You will, undoubtedly, encounter employees who feel that this kind of oversight and micro-management is detrimental to their work. In that case, it may be better to take a step back. Managing different people often means having to know how to deal with each individual’s idiosyncrasies.

Work From Home Office

Check In With People, Not Workers

Finally, this bit may not be suitable for everyone, but in some instances, it can help. If you have a friendly relationship with your employees, try to reach out to them individually – on a personal level, just to see how they are doing.

Some might appreciate the gesture, while others might be a bit apprehensive, but that is something you should be able to predict based on your interactions with them in general. Treating your employees as people first and workers second puts a lot of things into perspective and shows that you care.

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Lynne Huysamen

Mommy to a pigeon pair, blogger and online marketer. Lover of chocolate, good books and buckets of coffee.

One Comment

  1. Managing employees remotely can be an effort.  Your suggestions offer a good base to work with.  The communications thing was one of the most difficult I found when managing offices scattered about the district. Some were 500 miles away. 

    The one thing I did was a daily opening email that addressed all 22 employees, and the issues we were looking at for the day.  Knowing that each team of staff members had similar responsibilities and that they were met and finalized made the details of keeping offices on target and within the requested guidelines.  Before I started the daily post, some of the office managers had trouble keeping the reports files and requested information and chores done. 

    Not all employees will have the same chores to perform and might require a different approach.  As I said, this worked for me in my situation.  Reports were due at 4:30, I finished my reports and was done by 5 during the offseason.  So much better than having to beg for final day-end reports.  Thanks for your suggestions and ideas to form some groundwork for managing employees remotely.  

    The employees were happy to have some security, for safety concerns.  They were less concerned with the handling of checks and personal documentation in the less populated areas.  

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