Managing remote employees can be a nightmare if not done with the right approach.
And more people want to work remotely. 87% of US workers take the work-from-home opportunity when given a chance.
A slow-moving and complicated management system can hand you heavy bills, and your business suffers.
There will be some vulnerabilities in handling the workers, but you can find a better way to manage your remote workforce.
The better way is more inclined towards enabling the workers than controlling them.
Do you need remote employee management software?
You cannot manage remote employees the same way as office workers. They have different issues and needs.
If these workers make a significant part of your organization, you have to invest time and money in the required steps.
The IT industry businesses and technology companies especially offer more remote working opportunities. Add to that Covid-19 boost.
Your purpose should be to boost employee engagement, align the team with business goals, and drive productivity. At the same time, make the usual management stuff seamless.
A management system combined with effective remote workforce management software fulfils the above purpose.
Here’s how the software improves productivity:
- Have a centralized database and multi-functional platform
- Fast and convenient hiring, onboarding, and offboarding.
- Seamless way to manage payrolls, leaves, attendance, etc.
- Mobile access
- Actively collaborating with the office teams.
- Getting continuous feedback from people working from home.
- Set goals and OKRs (objectives and key results) to align them with in-office teams.
Five methods to improve remote workforce management at your company
The technology penetration in our lives is great and increasing with time. And if you don’t leverage it now, you’ll regret it later.
You have to use technology products and services to improve your business.
That’s why the world is seeing new and more effective innovations in human resources management.
And the best way to manage your remotely working people is to enable them to work towards impactful business goals.
Start by figuring out the primary drivers of productivity, and ask your remote team about them.
1. Build accountability and boost alignment with OKRs
When you hire remotely, you get applications from all over the world. There is a cultural and face-to-face communication gap between the office and WFH teams.
So your first step should be communicating the shared goals that can facilitate collaboration and business growth.
Everyone is assigned company-aligned OKRs, and they are accountable for those. This also helps in setting clear expectations.
You don’t have to manage this manually with spreadsheets; use software for that.
Here’s how the OKR software helps:
- Have a centralized database and platform to perform multiple functions like goals, performance, and feedback management.
- Easy onboarding of new employees on the Workforce Management Software.
- Multiple tools and integrations to make the job easier and more effective. For example, a Gmail tool can help the employees generate a report and send it from the software itself.
- Openly display the progress of goals with numbers and data visualizations.
- Conduct regular check-ins with all the team members. This identifies any alignment issues.
2. Human resources management with software
The main difference between manual HRM and the one on software is efficiency.
Although the software has disadvantages, the advantages of HRM software outweigh the former.
Here is how you can manage remote workers better with the software:
- Create a centralized record of employee data like personal information, attendance, digital paperwork, contract, feedback, payroll, etc.
- Make the hiring and onboarding process faster and more pleasant for the employees.
- Get essential personnel feedback right in the application.
- Reminders for managers and employees to complete little but required actions on time.
- Acknowledge good-performing employees openly on the dashboard.
- Manage attendance for people working from home efficiently on the mobile application.
3. Boost employee engagement with improved onboarding
New hires and people working remotely often feel isolated.
You need a system that enables them to ask questions, give suggestions, and collaborate with the other team members.
Here is how to achieve this:
- Assign buddies to the new workers. A buddy can be anyone on the same team that helps them understand the work culture and job-related stuff.
- Create alignment with OKRs and engage in routine check-in meetings.
- Use a collaboration or project management tool that needs continuous communication between team members. This is especially useful for software developers as they need that sort of collaboration.
- Ask new workers how they feel about their job and organization with timely feedback surveys. Promote psychological safety.
4. Continuous performance management
It’s about recognizing the serious efforts of the team with measurable performance and a continuous feedback system.
You also need to promote fair performance evaluation by being transparent and using numbers.
With OKRs, you can ensure that employees are working for the growth of the business.
Here is how to acknowledge the work:
- Measure the progress of OKRs and KPIs assigned to every team member. The metrics for the former are public on the software platform.
- Engage in real-time feedback with the team so that they have chances to improve.
- Extend your feedback to the surveys and questionnaires that give a snapshot of employees’ work-life such as simple and quick pulse surveys sent regularly to the workers.
- Display the star performers on the public dashboard and give suitable rewards, both monetary and intangible, like giving some time off.
5. Make the work hybrid (if possible)
It’s hard to form good interpersonal relationships virtually.
Employees may interact with project management and other online tools, but it lacks a human touch.
Let your remote team work with the office colleagues for a day or two a week.
They experience real-time collaboration and participate in more team activities that strengthen their work relationships.
Personnel gets involved in team meetings and brainstorming at the office.
The hybrid model also provides flexibility and some freedom that may work in favor of the team.
Your work-from-home team may be far away from the office, but you can make them an integral part of your organizational culture by focusing on two things:
- Enabling them to take responsibility for their piece of work.
- Promoting their engagement with their office co-workers.
Using appropriate software takes a significant part of the management workload off your shoulders.
One such software is the JOP (Joy of Performing), which takes care of your OKR management, continuous performance evaluation, employee surveys, and more.
Check out the website for more information.