Remote workers – How to keep them interested
Since the rise in popularity of flexible working hours, the idea of hiring a remote workforce has become increasingly popular.
Over the past decade or so, individuals working from home has grown by 120% and, currently, there are approximately 1.2 million people working as remote workers in the UK.
In an era where a flexible working culture is growing, recruiting and hiring top-quality talent from all across the globe can be easier. But keeping these workers interested and engaged in their work when they are hardly in the office presents its own challenges. Here’s are some ideas to help…
You need to talk regularly to your remote workers. From Skype or Slack and Asana, find the way to communicate with them that doesn’t simply involve emails.
Besides delegating tasks and duties, contacting or engaging your remote workers or distant employees on a daily basis through emails, messages, calls, or through other kinds of communication tools can help you retain top-quality talent. Regularly communication will help your remote workers to feel more connected and engaged with your company.
In order to retain your top-quality employees working remotely, you need to create clear-cut performance criteria for compensation and growth. This way your remote workers will have a clear picture in mind about what extent they need to perform to in order to claim rewards, and appraisals.
By giving your employees more independence to make decisions, you show them you believe they are mature and responsible when it comes to work-related decisions. This will also give management more time to think about the bigger picture.
Create opportunities for your remote workers to act on behalf of the business. It’s a great way to make a remote employee feel empowered and valued as a full-fledged member of your team.
Ask them to represent the company at conferences in their area or meetings and encourage them to help to find and recruit new employees.
Remember to treat your remote workers as you would for you in-house employees so that they don’t feel left out. This way, they’ll consider themselves as an integral part of the organisation. The sooner they can feel empowered, the longer they will stay in your organisation.
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Date Posted: March 7th 2019
Posted By: Phil Scott