EMPLOYEES NEED MOTIVATION WHILE WORKING AT HOME
The modern workplace is changing rapidly while working remotely has many advantages, managing telecommunications employee presents unique challenges. It requires specific strategies and tools to be successful in building trust, open communication, and the links needed for collaborative working relationships. Many of the motivational techniques that you are now using to inspire in-house employees can also be applied to employees working from home.
Here are some simple, but often missed, techniques that can be used to encourage and engage remote employee:
1. Provide a platform for successful cooperation and communication
Collaboration is a key component of a successful team, but you can not collaborate efficiently with workers who are not connected. Make sure your staff has the right resources for the job, including internet access and potentially a company mobile phone for workers whose responsiveness is of importance for your organization.
Set up daily check-in calls to make the remote employees feel included. As with all business and relationship problems, communication is key. Remote employees have an equal interest in being included in the line of operation. Build and post a detailed home-based guide. Offer staff access to necessary documents in real-time, and inform them when updating or clarifying sections.
Holding home office workers aware and in the system reminds them not only that they are part of a larger group, but also that the organization has a vested interest in their relationship. Communicate with all staff regularly. Hold a daily Zoom meeting, or launch a live “Ask Me Something” conversation. You also might want to set a virtual lunch where you can bring all the remote workers to a meeting once a week to have lunch together.
2. Keep them happy, please
Home office workers are also happier than other staff, and HR managers know happy employees are more likely to be more involved in their jobs.
Keeping the home office employees satisfied is not unnecessarily complicated. You can ask them what they need, and make sure they feel included. It’s as easy as some extra instruction, upgraded hardware, or a routine adjustment to improve at home employee performance.
Showing gratitude through a simple, “Thank You” could go a long way.
Another way to show gratitude for your remote employees is by giving them gift boxes, which deliver tasty snacks and coffee. Whatever your gift of choosing it is sure to help remote workers feel appreciated for all that they do.
3. Recognition of Their Success
It is necessary not to keep records of all the positive and negative results that workers have made. It is most beneficial to stay optimistic and to ensure a common objective for all to work towards. Although effective feedback helps direct people in the right direction, it’s nice to point out the positive things your workers are doing.
Recognize them personally and verbally to show them that you are aware of where they began and where they could be going next. Make appreciation clear and set so that other employees of the company are aware of the important contributions that remote employees make on a regular basis. Modern networking and collaboration tools are helpful to achieve this with ease.
4. Specify the Targets for Employees
Home office employees may be performing at home, but are they meeting expectations? Home office employees, just like every other employee, need specific targets of what is expected from the goals and objectives of the organization. Flexible schedules are an opportunity for remote employees, but if you need your employee to be sensitive and active at those hours, express the expectation clearly. Victor Lipman notes that “If expectations are perfectly straightforward and, preferably, mutually agreed upon, it helps to bring the whole remote working arrangement to a better focus”. Setting goals is an excellent motivator for virtual teams.
5. Focus specifically on what is made, instead of when
Since the status of the remote workers exist for a cause, let those employees use it to their most efficient advantage. Since the company has a fixed schedule, it helps to incorporate some variety during the work day. Adjust the order of things or try to find a different way to handle a typical job. It won’t hurt to do something unusual!
In other words, if a remote employee performs best at night and the job does not call for contact with clients, encourage them to output during that time. Others may be early risers who want to churn out a project before noon. Enable them to work without unreasonable constraints.
6. Keep the coordination of work functions at the forefront of Employees
Informing your staff is essential to a successful company. Employees employed in the company office usually know and understand workflow processes and why they are needed.
Virtual teams do not have the same continuous feed of updates from managers coming to their desks or general alerts through the daily mail. Giving remote employees ongoing access to goal and vision statements, project updates, company’s performance records, etc. allows virtual employees to understand how their position relates to the success of the organization, and results in a more engaged employee.
It’s also nice to discuss the future of the business and the expectations for the coming months or years. It will also make them feel appreciated and show them that their effort is going to be a positive result for the business.
7. Boost a Growth Mindset to Your Employees
If you have an extremely talented team with an impressive range of skills, they still need to be challenged. Managers can motivate the virtual labor force by focusing on both individual achievements and performance goals.
This strategy focuses on a growth mentality and includes the belief that no matter where you are in your career, from the front lines of service to upper management, there’s still space for improvement. As a boss, when you focus the employees on their abilities and not just their results, you and your home office employees will be able to explore new opportunities.
Even so, part of the growth mindset is often accepting failure as a learning opportunity. When we work within our comfort zone, we usually succeed in what we’re already good at and struggle to develop new skills. Managers should encourage group members who take chances to build trust and develop professionally.
Engaging and motivating home office employees involves a lot of the same basic approaches as the traditional office environment. However, the tools and techniques that you use to build a connection, keep lines of communication open, and control output may require an update to keep up with the needs of a remote workplace. While there are various departments in the workforce, it is important to put the different aspects of the business under one umbrella. Plan Livestream social events or crew games to help create relationships. On TalentMondo you can find different types of wellness and entertainment activities and have a collaboration with TalentMondo to motivate your employees.