Before COVID-19 pivots to pivot, there is a rapidly growing demand for remote work. *
Most recent Gartner research shows that by 2030, demand for remote work will increase by 30%, largely due to the remote work being prioritized by the Generation Z1, and the general priorities are only behind the dramatic workplace changes. Not. The social disturbances caused by the COVID-19 epidemic have propelled us forward. Remote work is here, in the U.S. and around the world.
With the unpredictable increase in the number of people working remotely, there is concern about the overall impact on performance. Finding new ways to engage, motivate and manage people can be challenging. How can managers be effective in this new situation? What are some of the best ways to do this? We took the advice of the managers. Here are 6 tips that we think apply to any company.
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1. Trust your employees
Managers often equate face time with productivity and accountability. It doesn't have to happen. Most companies report higher productivity in their teleworkers than their office employees. For example, "Best Buy, British Telecom, Dow Chemical and many more televisions have a 35-40% higher productivity." 2 So, employee productivity is not about baskets in seats. It’s about time management and trust. Work together to set priorities. Find out what challenges your employees are facing and how you can help them complete their work.
2. Set communication requirements
Once you have decided to work remotely with people, set expectations regarding availability, frequency of contact, accountability and updates. Ensures that remote attendees have ample opportunity to speak during group meeting calls; And they have to stop in the middle because they "can't read the room." Be more careful about connecting with your people - by phone, email, IM or video conference. It helps to establish trust and accountability. You may need different management tools, such as hosted apps, to stay connected and confident about your employees' productivity.
3. Be comfortable
It is our nature to engage in the workplace, ask questions, chat while making coffee in the break room, and spend the first few minutes of weekend planning meetings. There is a constructive and constructive introduction, and as a manager, you must engage in constructive contact with your team. Instead of always emailing remote employees or trying to make phone calls for 1: 1s or project meetings, check in every day by phone, IM or video call. Consider how busy you are in the workplace environment and how you can use technology to recreate it in the virtual world.
4. Take care
It is easy to get distracted by email, IM or pull-ups during a conference call. Do not. Remote employees should focus your time on the phone with you. Listen and give your attention. You may not see body language but you can hear it sometimes. With the HD quality audio phone system, you can choose the Ah, or the upset tone or the happy tone. Listen for voice signals.
5. Find ways to maintain motivation and engagement
Remote handling requires different management to maintain its motivation and engagement. People who feel connected and valued will stay in touch with your organization. So, connect. Use tools where you can see each other face to face. Don't go to chit chat. Get to know each other and grow camaraderie. When you achieve the same level of engagement as a single cubicle two states away from an employee, you know that you have achieved success. And, if possible, encourage remote employees to stay in the workplace for team or company-wide activities.
6. Use collaborative tools
Give people, yourself, the tools to succeed. With a distributed workforce, this means hosted file sharing and storage
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