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Advances in technology have given employees the opportunity to work part-time or full-time outside of a centralized office. The growing popularity of remote work has led to many changes in team management and collaboration. With the increase in the number of virtual offices, it became necessary for business leaders to learn how to effectively manage their remote employees.
Remote work based on such technology virtual office with address offers several advantages for business and employees. According to research conducted by TINYpulse, an employee management firm, there are a number of benefits to allowing employees to work remotely. A few benefits include:
1. Elevation of mood. The study showed that employees who worked remotely reported that they felt happier than when they worked in the office. Respondents noted that they like the freedom and flexibility offered by remote employment.
2. Increased productivity - remote workers reported that they were more productive and efficient - 91% said that they completed more work remotely than in the office.
3. Greater value - remote workers reported that they felt more valuable, even if they had reduced social interaction with colleagues.
Remote workers also reported that they save money on dry cleaning, gas, childcare, coffee, food, and other expenses, as well as reducing stress and improving morale.
Happy and productive employees give employers an advantage. Remote monitoring and collaboration with employees is becoming a trend. The following shows how leaders can overcome the challenges associated with managing a virtual office.
1. Balance search.
Technology allows employees to work from home, but to ensure a healthy work-life balance, time management expectations must be set. Checking e-mail at any time of the day and working on projects are signs that the line between work and personal life is blurred.
Managers should continue to encourage employees to take the initiative and go above and beyond, rather than separating work and personal life, which can lead to stress, burnout and, ultimately, employee burnout. The leader must clearly define the expectations of work schedules when communicating with the virtual team and maintain daily contact with them to ensure that they adhere to the established schedules.
2. Frequent communication.
Remote work can complicate interaction with managers and colleagues in the office. To help overcome the communication barrier for remote workers, leaders must use a variety of communication methods, from instant messaging and email to webinars and other internal collaboration tools.
Video communication platforms such as Skype and Google Duo also allow for face-to-face meetings regardless of where employees may work.
3. Instruments.
The manager's task is to ensure that remote employees have an organized work structure, as well as access to company materials, optimization tools, and internal communication systems.
As a rule, it is best to start with basic needs, such as a laptop, a mobile phone and a reliable Wi-Fi connection.
In addition, it is important to include remote employees in all company announcements. Communication platforms such as Chatter and Slack allow employees to interact in large discussion channels, as well as send instant direct messages to small groups of two to four people. Company-wide collaboration tools allow managers to reach all employees regardless of their location.
4. Trust.
Studies have shown that the majority of employees say that they work much more effectively remotely than in a regular office. The time spent on preparing for work and making long trips to the office and back is excluded, which allows employees to experience less stress and spend more time on work.
When applicable, managers should regulate which employees are allowed to work remotely, set clear work expectations from the start, and encourage responsible, proven performers to work remotely.
Trust works both ways. Managers should set aside time daily to communicate with remote employees and inform them about projects and announcements. Remote employees must feel connected to the office and valued by management, even when working outside the office.
