Remote working has increasingly become a trend. A survey found that 8 in 10 people work hybrid or remote jobs, but only 2 in 10 are online. And this development may continue in the future.
Embrace the growing trend of remote working. Discover why most professionals opt for hybrid or remote jobs, while some prefer traditional office setups. Explore the future of work today.
Remote Employee Engagement-Table of Contents
- Why is remote employee engagement important?
- Addressing Remote Work Isolation Among Millennials and Gen Z
- How has remote working affected employee productivity?
- Practical ways to increase employee loyalty.
- FAQ
- Conclusion
Why is remote employee engagement important?
Many employees complain that working remotely can be lonely. They miss the fun, informal, and friendly relationships with colleagues that working on-site offers. No conversation in the hallways or coffee breaks at comfortable tables.
Addressing Remote Work Isolation Among Millennials and Gen Z
Research has shown that Millennials and Gen Z workers are feeling incredibly isolated since working from home. They said this negatively impacted their ability to build and develop relationships at work. They feel like their online counterparts are too far away and that spending too much time away from home is causing them to become estranged from each other.
Loneliness has a profound impact on people’s health and well-being. When employees feel depressed, they are less motivated, less engaged, and less productive. That’s why companies need to find ways to keep employees and remote workers connected and connected. Organizations should plan and implement team-building activities to increase team effectiveness and strengthen collaboration.
How has remote working affected employee productivity?
Research has shown that engagement increases when employees split their time between working from home and working with colleagues, particularly when employees work 60% to 80% of their time outside (three or four days a week). Additionally, 60-80% of the time, employees strongly believe that engagement recommendations are relevant to development. Perhaps counterintuitively, they are more likely to believe that someone at work cares about them and encourages them.
Practical ways to increase employee loyalty.
If you notice a decline in employee productivity, here are some practical steps you can take to keep your remote workers motivated and engaged:
Workflow monitoring
Whether overseeing sales or leading a cross-functional team, managers understand the importance of not overloading their employees. When responsible staff are given more work than they can handle, it affects productivity. To monitor productivity, use time tracking and job management tools to ensure work is distributed evenly, or maintain a list of activities focusing on specific tasks. Another option is to have employees send short emails detailing their current projects, allowing managers to assess workload capacity.
Maintain a regular meeting schedule
When working remotely, it can be tempting to postpone or cancel regular team meetings, especially for senior managers. However, these meetings are crucial for creating strong bonds and fostering friendship among dispersed team members. Consistent meeting schedules help avoid tunnel vision, where employees become so focused on their work that they lose sight of the big picture. Delaying an email response or interrupting a call is a small price to pay for maintaining a clear, up-to-date understanding of team activities and projects.
Make sure people know each other
Motivating remote employees to connect is challenging but crucial for collaboration. A lack of familiarity indicates a poor work culture. The level of familiarity varies with company size; in small startups, everyone might know each other, but this isn’t feasible in larger companies. Focus on creating and familiarizing groups and sections. Introduce new employees during meetings and consider distance learning programs to strengthen relationships.
Efficiency
Technology can elevate your company’s performance through tools like time management and online payroll programs. Senior employee rewards depend on corporate culture and require effort to determine what is appreciated. Companies may offer free days, reward e-commerce sales, or sponsor remote meals for departments exceeding KPIs. Employee recognition programs help retain and motivate staff, addressing frustration, a key reason for turnover.
Offer a Variety of Job Options
Recognize that employees have different work preferences. HR should create policies allowing job flexibility, and enabling employees to work from home when desired. For example, allow stay-at-home parents to manage their schedules using apps for video and email responses. Offering diverse tasks prevents boredom and enhances happiness.
Develop a Remote Working Culture
Adapt your corporate culture to support remote work. Building real-time relationships is essential and challenging remotely. Start by positioning your company to attract young and international candidates interested in remote work. Ensure your public profile highlights remote work opportunities. Reinforce remote work’s importance in your culture to excite potential employees about working from anywhere.
Tech Decision-Making with Employee Input
Involve employees in selecting tools like CRMs, communication platforms, and productivity software. Ensure these tools support daily communication, one-on-one conversations, and synchronous/asynchronous remote work. Incorporate feedback from colleagues to avoid frustration and wasted resources.
Encourage Virtual Socialization
Remote team building is challenging without face-to-face interaction. Foster employee interaction through virtual socializing activities like virtual coffee breaks and water cooler chats. Remember that small talk is integral to sustained dialogue, even in video meetings.
Provide Learning and Development Opportunities
Offer opportunities for upskilling to all employees, whether remote or onsite. Use various training methods like blended learning, virtual classrooms, and mobile apps. Base career development on merit rather than visibility to make remote workers feel valued and secure in their future with the organization.
Redesign Salary and Benefits Packages
Design compensation and benefits packages that motivate employees to stay, regardless of their work location. Offer salary increases, and performance bonuses, and prioritize mental health support in benefits packages. Consider incorporating mental health services into health insurance coverage for no or low out-of-pocket costs.
FAQs
Q 1: Why is employee engagement important?
Remote employee engagement is important to maintain productivity, job satisfaction, and overall team cohesion, which directly impacts the organization.
Q 2: What are the best strategies for remote workers?
Effective strategies include regular supervision, providing professional development opportunities, fostering a strong team culture through team-building activities, and recognizing and rewarding employee performance.
Q 3: How can technology help protect a remote workforce?
Technology can help remote workers stay connected and engaged by facilitating communication and collaboration through tools such as video conferencing, project management software, and social media.
Conclusion
Remote work is here to stay and will only grow and evolve in the coming years. To harness its full potential, organizations must implement effective strategies to engage their remote employees. By following the steps outlined above, Mintopps can ensure a remote workforce that is productive, happy, and highly engaged. Embrace these strategies and lead the way in creating a dynamic and connected remote work environment.