Remote work is increasingly becoming a way of working in many organizations. More and more organizations are using telecommuting to accept their employees’ projects. We will present some tips and good topics for consideration.
Whether you are a fan or hate it, telecommuting is likely to remain the preferred model in the near future. One of the challenges of this form is the management of employees and in particular those who cannot adapt to the new rhythm of work. The way you deal with this situation is critical for you, your team, and the company as a whole. Here are some tips for remote management of employees who are not doing well.
Set clear expectations
Like many other things, communicating clear expectations can be quite complicated when you can’t talk live with the people you assign tasks to. For this reason, it is even more important to be as specific as possible in your requirements and to repeat them until you are sure that the respondent has understood you.
Get to know your employees individually
This is especially important when it comes to people you have never met live. Make a real effort to get to know them and build lasting relationships with them. Find out what motivates and inspires them, what they are like as people and where they come from, what is the situation in their home, and what they like to do when they are not at work.
Control the feedback
When people have problems at work, painfully sincere feedback is not very helpful, and this is doubly true of working from a distance. When criticism is too severe, people take a defensive stance and shut themselves in, so the problem remains unsolved and the channel of communication closes. There are several better approaches to feedback – give a personal example (These are three things I did in the past when I found myself in similar situations), ask and analyze (What made you make that decision?). Give more freedom and autonomy to your employees by allowing them to explain the problems they face instead of telling them what’s wrong.
Ask what you can do to help
If you suspect that your employee needs support, ask directly, “How can I help you? What does he need? ” Then listen carefully and help as much as you can. The problem may be something as simple as a change in his schedule or something much more difficult to achieve, such as allocating additional resources for a task he is working on. Your employees need to know that you understand their needs and concerns and that they can always count on your support.
Don’t lose touch
Even when things are going well, maintaining regular contact is not easy. Remote work only complicates this process. Maintaining communication should be a priority, whether through short emails or video link applications. It is not easy to work with an employee who is not doing his job, especially when you cannot sit face to face and talk openly about problems. Using the above techniques can help you improve your leadership skills and motivate your guilty employee to perform better.