There are multiple benefits of working remotely both for the company and for the employee. Virtual work cannot be avoided when organizations grow domestically and later globally. Companies can achieve significant savings in facilities and travel costs by allowing employees to work virtually. It creates more work options when commutes are long or the employees need flexibility with work/life balance. Offering the remote work option increases the available talent pool. However, virtual work must be managed right to create the expected benefits.
Working remote doesn’t work for every job. Remote work is ideal in these conditions:
- Knowledge work. If your employee spends most of the day processing information or sharing expertise with others, remote work could be a good choice. If their work is production or service, you most likely need the person’s physical presence.
- The focus is on results, not on face time. If the progress is measured by milestones and deadlines, go for it. If daily presence with external or internal customers is needed, think again.
- Ability to work independently. If the employee works independently at the office, why not in the home office? However, if the person requires a lot of supervision or the help of peers, remote work may not be such a great idea.
How to make virtual work go smoothly for the organization, the manager and the employee?
- Set clear goals and expectations. How will you measure progress? How do you expect to track time?
- Set a communication schedule. If you had weekly meetings at the office, you should have them on the phone or video. Integrate the remote team members into the team and company meetings. In times of change or uncertainty, increase the frequency of communication. Remember that your remote team members don’t necessarily hear the office gossip, so you need to keep them in the loop in another way.
- Use technology. In addition to phone and conference calls, there is slide and desktop sharing technology to facilitate team meetings. Video conferencing services can be free or fancy. Discussion groups, chats, instant messaging all bring team members closer. Use recording, if time zones are an issue. The important thing is to not to exclude the remote team members.
- Create face time. It is incredible how much better people work together once they have met each other once. For project teams, do everything you can to get them together. Go and visit your remote team members or allow them to travel and visit your office to build relationships.
- Facilitate informal relationships. In addition to business as usual, allocate some time to let people get to know each other personally. Share pictures and stories. Again, people work better together when they have a human connection.
- Manage remote careers. Remote employees sometimes get overlooked in career planning. Coach them to highlight their results and achievements, network internally and be visible, even if not physically.
Virtual employees will increase as a proportion of the future talent pool. Embrace the trend and get smart about your virtual talent.
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