The Secret Of How To Get The Best Out Of A Remote Worker

Managers of remote workers have a particular challenge — extending that influence to people they may rarely see and may barely know. This is because managers account for at least 70% of employee engagement scores, which has been linked with increased productivity.

It's a concern, but one that may be worth exploring. Currently, 43% of all U.S employees work offsite at least part-time according to Gallup’s State Of The American Workplace Report and the Stanford University study found remote workers are able for an extra day per week in productivity whereas on average they're less likely to burn out or have other negative impacts than those who do not go outside their organization."

When leaders are reminded that remote workers contribute too much value to overlook their unique management needs, this can mean a productivity increase among these employees equivalent in size and importance as an extra day per worker each week.

Gallup’s workplace research shows that to get the best out of a remote worker, managers should:

• Individualize:

Some remote workers feel isolated by working alone, while others love the constant access to their jobs. Some find it easier than usual if they schedule an office hour for midnight or 2 am because that's when productivity really hits its peak- but some managers might not be so keen on this strategy! Individualizing how you approach these individual employees helps them "feel cared about as a person," which is what engagement boils down to; companies should promote corporate benefits in order of course.

• Define Expectations:

Managers need to be more explicit about what the remote worker must produce. They can set parameters, deadlines, and metrics for tasks but also clarify personal feelings with clear criteria on tips or feedback that is expected in order of receiving it. Managers who want weekly progress reports will have a harder time holding their employees accountable if they're not made aware upfront so make sure there are no surprises!

• Build Trust

It is important to build trust through individualization, keeping one’s promises, and frequent conversations. Building lines of sight for remote workers also help; knowing who you can turn to enhances productivity while aiding development in a way that only those close by might understand best. By using a manager as their remote worker's network proxy, managers are able to prove themselves both trustworthy and essential.

• Believe in Talent

More than any other trait, talent is what makes you stand out. The Clifton Strengths report can be a tremendous asset to managers because it identifies their employees’ internal drivers and areas of potential excellence that will help them succeed in the workplace while also improving business outcomes for themselves as well as those around them who depend on this hard-working individual's output. In order to find out what remote workers think of their jobs, managers should always ask for an opinion. This is because they are more likely than not going to be able to offer valuable insight into the issue at hand and help solve it before any other issues come up!

• The Most Important Thing a Leader Can Do:

The basic elements of an engaging workplace, which Gallup's Q12 measures. You need all employees to do their best work in order for it to be profitable and successful! But what makes the difference between good managers and great ones? Great Managers are able to extract engagement from each individual with ease while also being mindful about how things get done when working remotely.

• The future of work is remote :

This was the conclusion reached by Gallup’s latest bestseller, "It's The Manager," which found that 53% of employees say the greater balance between their professional and personal lives would be very important to them when considering a job offer 63 percent of millennials changed jobs for flextime options while if given choice most workers take small raises over virtual working conditions.

The labor market is tight, and employees want to work in more than just their town. To compete with other companies for top talent, it’s necessary to offer flextime so workers don't feel like they have no choice but to quit if given the opportunity!

True, it's essential to put forth a measured approach when remote managing workers. The type of manager selected can have long-lasting impacts on business outcomes for your company; however, there are ways in which you need not be at such risk if we recalibrate our thinking as leaders who manage these employees remotely from afar or close by depending upon what works best with each individual situation.

Nothing has a greater long-term impact on business than the people who have an immediate impact on its employees — no matter where they work. It's important to take care of your team and make sure their happiness is met, so these individuals will continue coming back for years!

Author - This content is written and published by ProHance - provides the best Project Management Software for employee monitoring.