The remote workforce didn’t just materialize out of nothing after the onset of the COVID pandemic, it had been on a steady, but only slightly upward trend for a few years, but the aftermath of March 2020 led to a steep and immediate increase of the numbers. Prior to 2000, remote work was a luxury perk generally reserved for executive management.
Originally, the expansion of telework started with Federal legislation: The Transportation and Related Agencies Appropriations Act of 2001, which applied to Executive Agencies. While businesses don’t always adhere to the notion that the Federal Government is the model of efficiency, business leaders began to take note and studied the issue and its ramifications.
In the private sector, the growth of telework was slow but continued to increase a little every year. Still, by 2019, according to The American Survey Community, only 6% of the full-time American workforce exclusively work from home - although Pew Research Center placed the percentage at 23%. During COVID, that shot up to 70%. As the pandemic eased, that number decreased to 59%.
The main three benefits of remote work according to surveyed employees were: (1) lack of commuting, (2) flexibility and (3) enhanced well-being. These benefits have influenced many businesses to continue offering remote options – while others are demanding a return to the office and meeting stiff resistance.
Since it appears that the hybrid or remote workforce are here to stay, how do you effectively manage the work from home and the in-office staff?
Two things you should NOT do:
1) Micromanaging
No employee appreciates this, so do NOT stray into thinking that ‘work from home’ status is an invitation to micromanage. Business owners may feel nervous if they can’t see their employees working. If the remote workers meet or exceed their set goals, then that should be your standard – not electronically ‘looking over their shoulder’ and jabbering at them. Leave them to their work. Have HR warn them if they fall behind. If no improvement is made, let them go. Micromanaging is like detention in school – the teacher is also forced to be there – it’s a lose/lose scenario.
2) Engaging in intrusive behavior
Don’t consider employees to be at your beck and call at any time just because they work and live at home. Treat their work schedules as if they came to the office at 8am, took lunch at noon, and left at 5pm. Giving them tasks or wanting to discuss ideas on Sunday afternoon when the game is on is verboten! So is calling at 6 pm to discuss something because you didn’t have time during the day – that is a result of your own failing to effectively manage your time. Employees should be able to shut down the work computer when work is done.
What you should do to effectively lead remote workers:
3) Maintain Inclusivity
Don’t let your remote employees feel separate from the company. Good morale and productivity depend on doing your best to keep remote workers involved with the company culture and goals. It is easy for remote workers to feel isolated. They have little or no opportunity to observe their fellow employees and get a sense of the ‘mood’ of different employees, departments, and the company itself. Share progress updates on a regular basis - especially about how ongoing projects are progressing. Create a company ‘bulletin board’ that lauds accomplishments, announces new clients, and shares the types of challenges faced.
4) Regularly Scheduled Video Meetings
Keep your videoconferencing tool on a schedule for departments, teams and those involved in special projects. Every employee should see, hear, and interact with fellow co-workers on a weekly basis. The cohesion between team members depends on the regular ability to communicate in real time and videoconferencing maintains existing relationships, allows new relationships to develop, and enables team members the opportunity to learn to trust and count on each other.
5) Encourage Social Interaction
The work will always need to be performed, but also allow employees the leeway to socialize a bit – just like they do in the office. Create a category in Teams Chat for just plain gabbing. Employees appreciate the presence of a ‘new electronic water-cooler’ – just make sure the work is still getting done on time. Like regular work meetings, this helps foster better relationships and cohesive, productive teams. Remember: “All work and no play makes Jack (or Jill) a dull boy (or girl).”
6) One-on-One Meetings
Let employees know in advance that you are instituting these chats. It reduces the trepidation they may feel when they get a message from the boss saying, “Can I have a word with you?” Just as they happen in the office, management and employees should engage in brief meetings on an informal basis, but these should NOT feel like a ‘performance review,’ which should be done periodically as well. Casual meetings that focus a little on work and a little on social aspects help to build trust and accountability and can provide employees the opportunity to share perspectives they may not want to bring up in group meetings.
7) Provide Appropriate Access to Company Resources
Naturally, employees need access to the tools they need. This would be implemented in cooperation with your IT Support, who can set up zero trust security measures and levels of access. Universal access is not necessary or advisable, but the regular and dependable ability to tap into network tools is imperative to enhance productivity.
8) Provide Reliable Technology
The productivity of a remote or hybrid workforce fundamentally depends on technology. The ease with which day-to-day activities can be performed cements employees’ confidence in the company. From communications to file sharing for collaboration, workers need a permanent ‘YES’ response (although there will always be glitches) from the network as they perform their duties. Cloud services like Microsoft 365 or Google Workspace make this a breeze. Your IT services team needs to implement bulletproof Cybersecurity and regular data backups in the event of a disaster or cyber-attack. Dependable technology is a boon to both management and the employees.
Frequently Asked Questions
What is the most important quality of being a remote worker?
All of the standard qualities that make anyone a good employee still apply, but when in a remote environment, the ability to communicate effectively stands out as the #1 desirable quality.
Which coWhat makes a great remote manager?
A great manager is one who implements the strategies laid out in this blog, but the two most important attributes of an excellent manager is the ability to be Visible and Approachable. Employees need to know that the manager is always there for them and engages in free and frank discourse.
Is working remotely secure?
Nothing anywhere – at any time – is ever 100% secure. Anything can be hacked. Remember: today, hackers are looking for ways to get through the protections you put in place yesterday. However, remote work can certainly be made as secure as possible, with speedy solutions at hand in the event of a breach.
The rushed transition to remote work after COVID separated the wheat from the chaff in the IT world. So many connections were badly set up that ITFirm.com gained a roster of new clients after we were called in to repair damage and set things up correctly.
What is the protocol for secure remote network connection?
Without going into volumes of tech-talk, the basic protocol is SSL VPN (Secure Sockets Layer/Virtual Private Network). This creates something like an impenetrable ‘tunnel’ between the remote worker and the office network. Encrypted, it connects directly with the firewall for network access.
How secure is your network?
As a longstanding, reputable member of the Charlotte IT Support community, ITFirm.com offers a FREE, no-risk network and Cybersecurity assessment. We perform a non-intrusive scan that allows us to deliver a comprehensive report of the state of your system and its vulnerabilities that is yours to keep. There are no strings attached, and you are under no obligation ever to use our IT services.
The two best defenses are next-generation Cybersecurity to protect your data from theft, and a top-notch Managed Services Provider to ensure continued reliability and defenses against newly emerging threats.
We put our 100% Money Back Guarantee in writing, so there is no risk in trying us out. Because we do not require a ‘hard’ contract, our clients can fire us at any time with 30 days’ notice. We have to be good.
Among the Managed IT services we provide:
IT HelpDesk Service
Onsite IT Support
Cybersecurity
Cloud migration and management
Email migration services
Backup and disaster recovery
VoIP phone systems
IT disposition and recycling
Office moves
White label services (IT to IT)
Planning an Office Move?
We have the experience to ensure a seamless transition. Your employees will arrive at the new location to find their IT infrastructure ready and open for business! For more information, or to receive your FREE no-risk network and security assessment, just fill out the form on this page or call us at:
704-565-9705
