6 Strategies for Keeping Remote Workers Engaged

How to make your virtual staff feel like they’re truly part of your team

Millennials helped mainstream the remote trend as they reshaped the modern workplace to achieve work/life balance. But it didn’t take companies long to realize that allowing employees to work from anywhere was more than a recruiting perk: it enables assembling dream teams of staff by widening talent searches outside of a geographic area, and many employees are more productive when they aren’t distracted by co-workers in the popular open-office design.

Half of U.S. workers hold jobs that allow them to work remotely at least part of the time, according to a study by GlobalWorkplaceAnalytics.com. In fact, the number of people who work from home full-time has grown by 140 percent since 2005, the study said – and that’s not counting the self-employed.

But overcoming feelings of isolation and disconnectedness can be a constant challenge for both companies and their staff who rarely set foot in the office. And old-school managers who don’t trust that remote workers are doing enough can make things worse by micromanaging or making stellar employees feel less valuable.

Successful managers know that an engaged, unified team is critical for maintaining a high level of morale that drives the best performance from staff. Follow these tips to engage your virtual workers and make them feel they’re a vital part of your team:

• Get tech-savvy. Technology makes it easier than ever for remote workers to upload files, check project progress, and stay up-to-date on what’s happening in the office. Collaboration platforms like Trello and Slack that keep projects organized and allow for instant, effortless communication are increasingly popular in the workplace – and virtual meetings happen easily with tools like Skype. Taking advantage of these and other technologies helps remote team members feel included and avoids the frustrating project delays and miscommunications that can happen via email.The shared banter these platforms encourage throughout the day also goes a long way toward making remote employees feel like part of the team. Just be sure to limit your staff to one or two methods of communication so nothing important slips through the cracks … and they don’t spend more time chasing messages than getting work done.
• Make a personal connection. One of the simplest ways to engage remote workers is by making them feel like you care about them as people, not just employees. While you should always act professionally, taking time to learn their strengths, weaknesses, celebrations, and interests can help you better connect and assign them tasks that you know they’ll feel passionate about.
• Keep the conversation going. Communication is an ongoing challenge in today’s business environment. Many employees shun voice chats in favor of texts or emails, and it’s tough to connect with those who work nontraditional hours or live in different time zones. Making a conscious effort to keep remote workers in the loop is critical, even when updates seem insignificant. Remember: they weren’t around to hear that impromptu decision you made in the break room that tweaked the direction of the project.Weekly update emails can be a good way to share company news that keeps everyone on the same page. Knowing you respect and understand their hours also helps remote workers feel engaged. For instance, if you send a message in the morning to a person across the globe who is already done for the night, make it clear that you don’t expect a response until the next workday.
• Make meetings inclusive. One of the main ways remote workers feel excluded is by missing company meetings. Even when they are invited to dial in, many find it harder to participate and feel left out of follow-up that happens naturally in the office.Although it definitely makes a meeting more complicated for managers than simply scheduling a time, technology is once again solving this problem. Platforms like Zoom make meetings more interactive and inclusive of remote workers. Applications like digital “notewalls” also make it easier for everyone to participate in brainstorming during the meeting and in the subsequent follow-up.
• Give frequent praise and feedback. The importance of recognition can’t be overstated when it comes to employee engagement. But when workers aren’t right in front of you, it’s easy to forget to let them know that you value their contributions. Make a concerted effort to regularly highlight the achievements of remote workers during team meetings or informal email announcements. It lets them know that their efforts are valued and appreciated.It’s also vital for remote workers, perhaps more than anyone, to have a job description that clearly outlines the work outcomes you expect and for them to receive regular performance feedback. This ensures both of you that they are on the right track.
• Meet face-to-face. No matter how far your team spreads across the globe, try to set aside a budget to get everyone together at least once a year. The social connectivity that workers experience when they’re together can never be fully replicated online. It’s vital to create regularly-shared experiences that build trust and rapport and make work even more productive. You’ll most likely find that these gatherings also spark great ideas and invaluable feedback.

More than 4 million Americans commute to work by strolling over to their home computer – and that number is only expected to climb. But while remote work offers a wealth of benefits for companies and staff, keeping these employees engaged is a constant challenge. Leaders must be trained to adjust their management style to the realities of their team and keep communication flowing at all times. Having the right tools, knowledge, and procedures in place will keep every employee feeling connected across the miles.

To learn more about how to keep your company’s worker’s engaged and productive, contact Karp HR Solutions today for a free consultation.