Kaytrina Lewis
Miller-Motte College Online
Kaytrina Lewis
Miller-Motte College Online
Abstract
In this day and age, many companies are allowing people to work from home to expand their business. The people that mange these workers face many challenges. This paper addresses some of the issues and discusses ways to keep remote workers engaged.
Abstract
In this day and age, many companies are allowing people to work from home to expand their business. The people that mange these workers face many challenges. This paper addresses some of the issues and discusses ways to keep remote workers engaged.
Managing Remote Workers
Keeping Telecommuters on the Job
Managing Remote Workers
Keeping Telecommuters on the Job

Managing Remote Workers * In today’s world, technology has made it easier to do many things. A business is able to track packages across the country in a matter of seconds. Companies such as banks are able to send documents that can be e-signed by their customers. Virtual meetings are being held instead of traditional meetings. And many businesses are hiring remote workers to do jobs such as answering phones, typing, and implementing data. However, managing a team of people you have never seen can present some challenges. Those challenges can be ensuring your team members log in and do their jobs, inspiring team members to work for you, effective communication, and providing incentives to retain employees. For those very reasons, many organizations are afraid to depart from the traditional office environment because it is not easy to manage a virtual team effectively. * * Ensuring members log in * * Many businesses are hiring remote workers because it allows them to work flexible schedules or complete tasks during off hours. Remote workers can help an organization expand their labor force and not worry about office space or additional overhead costs. However, how do you ensure someone will “show up” to work? Managers are tasked with reviewing resumes and contacting the candidate for an evaluation to determine if they are right for the position. In a virtual setting, the interview is done by phone and involves active listening skills. * Although the interview is conducted by phone, it is just as important as a face to face interview (Doyle, 2014). Once the person is hired, the position should be explained in great detail. The job duties associated with the position should be clarified. The employee would need to know when training will be conducted, how they will be trained, what tools they will need in order to do the job, and the hours that are available. It is very helpful if the employee is provided with an adequate checklist in other for them to be successful in the job setting (Singleton Riviere, 2011). * Expectations * During the infancy stages of the new job, there may be some issues as far as availability. Many people seek remote employment because they are under the impression they are able to log into the job whenever it is convenient for them. There are individuals that want to work throughout times when they’re most industrious. It is very important to discuss expectations from the beginning (Singleton Riviere, 2011). Issues such as overtime, bonuses, sick leave, response time for communications, attendance, hours expected, should be addressed in the beginning. Also, the employee should know what to do if an emergency arises. Who should the employee contact? When should the employee contact that person? And how should the employee contact their manager? If these questions are answered from day one, it could potentially offset many problems in the future. * Employees need to know the things they can and cannot do. For instance, if they are working remotely, they should treat their home/office the same way as a regular office. They cannot have kids coming into their work area every five minutes. They cannot have their pets making noise in the background if they are on phone calls with clients. It does not matter how it is spelled out, disturbances in the background can create a bad impression and cause intrusions. If these occurrences takes place on a regular basis, the company may rethink about having employees telecommute. Company rules should be explained in detail and very carefully so there will not be any misunderstandings. * * * Inspiring team members * The employee has been on the job for several weeks. They have completed training successfully and have settled into the job. You remember the skills and previous jobs from reviewing their resume. You are aware this employee has other options. How do you inspire them to stay with your company? Does the company provide any bonuses or incentives? Do they promote from within? Remote employees should be afforded the same recognition as workers that are in an actual office -- even spotting minor accomplishments may keep your co-workers engaged. If a teleworker went over and beyond their job duties to assist a teammate on a project, recognize their efforts with emails to the staff, and ensure they receive a copy of the group email (Munroe, 2014). * Everyone is not cut out to be a remote worker. People who are self-starters, savvy with the computer and do not have many distractions are prone to do well with a telecommuting job. When interviewing someone for this position. It should be emphasized that distractions will not be tolerated. Also employees should have a place that is dedicated for their office. * Performance reviews are an effective method to measure the efficiency of distant employees and keep them responsible. As a teleworker, it’s easy to not put forth 100% into your work if you are not properly monitored or reviewed. * During performance evaluations with distant employees, the manager should inquire about how they feel about the job and if they need anything. The manager should also ensure that the remote worker’s workload is not overwhelming or too insignificant. If you find a proper balance of work for the employee, it will help them stay engaged and the company will make money. * There may be instances when remote workers may feel undervalued. If workers feel this way, production may slow down. The employee many feel not engaged with the company and morale is not up to par. Initially managers may not recognize when there is an issue due to not dealing with the employee face to face. If the employee does something small to assist their team, they should be recognize for it. Recognition for the smallest contributions could go a long way to keeping a remote worker fully engaged. * Effective Communication * There are times when some people struggle on the job. They lag behind the others in terms of work. What can be done to help them achieve success? According to Allison Griswald, (2013), managers should schedule individual meetings with their remote staff. This could be accomplished with a quick phones, exchanges via Skype, or video chat — the significant thing is to make the meeting more informal than the usual plan updates or sessions you might conduct over IM or email (Griswald, 2013). * In any office setting, there has to be some level of trust. When your boss is in a different city or country, trust becomes very important. One of the ways a company can establish trust with remote workers is to create a monthly newsletter that spotlights employees. That sense of realism will allow remote workers to visualize their fellow co-workers and give them the sense they are indeed working in a team environment. * Regular calls to your colleagues should be done on a regular basis. It will make the worker fell like they are actually a part of a team. It could head off potential problems. If you are checking in on the worker, you will be able to answer questions or concerns they may have. It will allow the manager to become acquainted with the employee and pick up on any moods or issues the employee may have about their job. You are not going to run into the employee at the snack machine or the company picnic. So, calling is a must. * * * Conclusion * Many companies are allowing employees to telecommute. Technology has made it easier to monitor employees that work from home as well as provide them with tools and materials in order to assist them with their job performance. However, many other organizations are not as eager to embrace this new working environment. Despite the fact that technology has made it easier for people to collaborate on projects, there are many challenges one must be aware of with remote workers. The manager in charge must be able to inspire their team members, communicate effectively, and provide incentives in order to keep employees with the company. * * * * * * * * * * * * * * * * * References
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Munroe, S. (2014). How to Keep Remote Employees Engaged. Retrieved from Chron: http://work.chron.com/keep-remote-employees-engaged-22044.html
Singleton Riviere, A. (2011, March 10). Establishing Remote Working Guidelines. Retrieved from GIGAOM: http://gigaom.com/2011/03/10/establishing-remote-working-guidelines/

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