Employer Dilemma’s: As coronavirus continues to spread, the potential of a pandemic has changed the work dynamics. As of Monday, the novel coronavirus has killed more than 14,698 people, and in at least 81 countries around the world, there are around 225,317 confirmed cases, with 457 COVID-19 related deaths in the US.
As the pandemic spreads to many parts of Asia, Europe, the Middle East, and the West, major corporations such as Microsoft, Oracle, Hitachi, and Chevron are calling for their staff to operate remotely to fight the disease.
Running a remote workforce was, until now, a matter of choice for many business owners. Some owners prefer to meet face-to-face with their team while others tend to use technology and give their team the chance to work from home or while on the road. Unfortunately, with the recent coronavirus pandemic, many business owners have been faced with some difficult social distancing decisions about their companies and their teams, which has resulted in some very significant changes to be incorporated by companies all over the world.
Ten Tips on ‘How to Manage Remote Personnel for HR Managers.’
The lockdowns imposed due to coronavirus in China make for a fascinating case study of remote work on a large scale. The top 10 of all the significant points to be remembered are being listed below:
Maintain Clarity In Expectations :
With remote working, it is up to you, as an employer, to make your expectations extremely clear. The employee will be managing the tasks assigned and be in-charge of their workday. Clarity is the key to good performance-clarity is not an attribute found in abundance. Generally, coordination and direction gets disrupted due to numerous players being present at multiple stages of hierarchy.
Ideally, the following questions should be answered so that the employee clearly understands what is expected of them:
- Priority tasks at hand and work plan for the upcoming week
- Discuss the general objectives
- Point of contact in case of any obstacle faced in maintaining work efficiency
- Number of work hours (output) expected
- Number of tasks to be completed/week (weekly plans)
- Availability and means of communication (Email, Whatsapp, Slack,etc.)
The best way to test clarification is to ask questions about what you discussed to ensure that you work towards the same goal.
Regularly Track Progress :
A competent management practice is to track progress on any tasks assigned to your remote employees/remote team. Regular monitoring can help you anticipate any challenges the staff are having and need additional help with or simply so that you are fully aware of how well the remote team is doing.
Without the ability to get in touch with your team face to face, this is a crucial step to take, regardless of whether it’s every day or weekly.
Technology For HR Management :
HR software will provide you the support needed in a time like this. HRMS tools improve transparency and accountability amidst the teams and also the team and management multi-folds.
When your employee’s data needs to be updated, reports need to be run, and milestones need to be identified and monitored, it’s so easy to log in and check on the portal in real-time.
Maintain Effective Interaction :
During such times, since people are working alone for more extended periods, they might miss out on the human interaction that they get in an office space. Keeping in touch can support them and help boost their morale. Interacting with remote employees can improve efficiency by keeping them up to date about the happenings in the company and showing to them that we are interested in their projects. While remote employees love their independence and enjoy working freely, they often do not want to feel forgotten.
Trust Your Employees :
You ought to trust the employees to complete the tasks they have been assigned to their fullest capacity, rather than micromanaging their projects while implying that you are providing them a more flexible work environment.
When performance and trust problems emerge from remote work, it is worth thinking about whether remote work is ideal for that employee. In case you do not believe so, then this also should be dealt with in the same manner as you would handle under-performance.
Show Them The Big Picture:
As an employer, you are aware of how the work of each employee influences the long-term organizational objectives, and that needs to be communicated to them. Visual aid showing your employees the connection between what they do remotely and how it helps in the advancement of the company goals can dramatically improve efficiency and employee satisfaction by recognizing the impact that they have on your firm.
Feedback Should Be Mandatory :
Employee feedback is the perfect way to understand that your remote employees have been helpful to their co-workers, tasks, company goals, and everyone else that wanted support from them. This can be easily dealt with the help of employee experience platforms that assist in gathering employee feedback from multiple channels and devices. Collecting feedback will provide you with insights into employee perceptions and assist you in taking action accordingly.
Communication Is The Key :
Communication is not only necessary to develop, sustain, and embrace company goals and culture, but you need them to keep your remote worker engaged. Employee experience tools help accurately identify the strengths and weaknesses that drive employee engagement amidst your remote employees.
Stay Transparent :
Being transparent and honest with your remote team is also along the same lines of communication, and it can help you produce the best possible outcome. When remote employees have to plan and handle their tasks and schedule the hours according to them, it is easy to fix the issue if we are transparent about the occurrence of the problems.
Set Priorities :
If you, as an employer, have other subjects that are more of a priority, it is your responsibility to clarify them, and your job is to ensure that this fulfills your expectations. Let your remote employees know what you expect of them; if you prefer daily or weekly updates, the onus is on you to let them know precisely what is expected of them.
It’s not always easy to function remotely; as you can see, there will be a sense of loneliness, fear of missing out on something, and miscommunication.
A competent remote worker must be constructive, motivated, and hard-working to overcome these drawbacks.
The only way this framework of work will succeed, if the remote worker meets their desired goals by striving to do whatever it takes to ensure that all jobs are finished on time and with less assistance.