Companies must shift their remote work strategies from reacting to a crisis to supporting a culture of trust and empowerment as the shift toward what appears to be a more permanent remote workforce occurs.
A remote team brings with it a new kind of work culture, which managers and company leaders must embrace if they want their employees to not only adapt and grow with the times, but also maintain mutual trust with their employers.
Companies can use remote workforce management tools and data to guide their employees rather than have a punitive intent in order to build trust with remote teams. We'll go over a few ways these tools can help remote teams build trust by giving them more flexibility, increasing productivity, and creating a positive work environment.
Managers must pay attention to work life balance to spare his employees burn out
Working from home is well known for blurring the lines between work and personal life. Some employees have a difficult time disconnecting because they are only a few steps away from their home office setup. In a poll taken in April 2020 at the start of the pandemic, 41% of employees said they were burned out as a result of increased workload and difficulties maintaining work-life balance.
Managers can see who needs some encouragement to find a better work/life balance by using workforce analytics tools to gain insight into when employees are working. Managers can help their remote team navigate a remote work culture in the same way they would help an employee in the office.
Managers can foster a positive work environment for their employees.
Leaders are expected to support their teams through both the challenges and successes of the workplace, and leading a remote team is no exception.
Managers can gain valuable insight into how they lead and support their teams by using data provided by remote workplace management tools. However, rather than using data to micromanage team members, the key is to use it to positively support team members. The information gleaned from workforce productivity and analytics tools is intended to illuminate the factors that may be aiding or hindering an employee's performance, as well as identify opportunities to improve the remote team's overall working environment.
Managers may notice, for example, that teams are spending longer than expected in workday meetings. Managers can use analytics data to find a way to cut meetings and allow employees to spend more time on productive activities during the day, reducing the need for after-hours work. This is not only a way to boost team productivity, but it could also be a way to save money when budgets are tight or make a case for more resources if necessary.
Focus time can help your team be more productive.
Focusing on one task at a time, has been shown to be more productive than multitasking in studies, and recommended strategies include batch work, the and time blocking.
Employees must be able to focus on projects in this manner, so workplace distractions must be kept to a minimum. Communication overload, in particular, has been shown to be a significant contributor to decreased productivity.
According to a recent survey, four fifths of remote employees feel pressured to work longer hours now that they're working from home. Add the pressure to be online and available at all hours of the day, there are very few times when remote employees can fully focus on a single task that needs to be completed. However, there are times when employees need to focus on a projects that requires a long periods of concentration, and he or she should feel free to turn off messaging tools to do so.
When managing a remote team, one of your responsibilities as a manager is to reinforce the idea that employees don't always need to be available in the same way they would in an office. Despite the fact that they appear to be offline, team members are aware that the employee is still working.
TRUST leads to the best work
Employees who believe they can be trusted to get their work done even when they appear to be offline can devote their full attention to a task without interruptions or distractions, allowing them to produce better work and not communicating that they are working all the time….. If managers are still concerned about their remote team being unavailable for an hour or two, tools like AutomaticAudit provide the data and insight to back up the hard work employees did while away from their messaging tool.
Employees can create a schedule that suits their needs.
The key to gaining remote employees' trust is to give them the freedom to work when it is convenient for them. The traditional workday is no longer the same; schedules shift as a result of all family members working or learning from home at the same time. Working parents alternate between their two roles all the time—one minute they're leading a meeting, the next they're assisting their children with online school. As an employee and a parent, attempting to accomplish everything that needs to be done in one work day can lead to increased unproductivity, stress, and even burnout.
What is the solution? Employees must believe that they can create a schedule that allows them to be as productive as possible during the times that work best for them, rather than feeling pressured to be productive during the traditional 8-5 work day.
Using remote workforce management tools, which allow employees to design their workdays around a schedule that truly optimises their productivity, company leaders can enable this—and build trust with their remote team.
Employees will be able to see when they are most productive using tools like AutomaticAudit, even if those hours are outside of the traditional work day. Access to data like this can help employers and employees work more flexible schedules, resulting in a win-win situation. Employees are able to give their task their full attention and, as a result, produce their best work when they work when they are most productive.
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