When we talk to clients about flexible working patterns and remote working, they are often sceptical.

They are worried that employees working from home may not be productive, or may not even be working at all.

But we know, from our own experience, remote working can be very effective. The answer to getting it right is strong performance management.

Of course, recruiting the right people is the first point to start. Establishing early on you want self-starters, not people who need micro managing. You want employees who “get” your business, buy into your vision, values and ethos, and are committed to being an integral part of the company.

You want to trust your team, but you must earn their trust too. Remember why you have agreed to remote working, and allow some flexibility for them. Think about when you need your employees to be available – if they are working on a project or piece of work that can be completed any time of the day, do they need to be contactable between 9 and 5?

Set the boundaries and expectations clearly, so remote workers know what is expected of them.

Read our Performance Management Case Study

The biggest challenge is not IT or equipment, but communication. Working remotely can leave your people feeling “out of the loop”. It is up to you to make sure they feel included, and that you share everything.

You should consider the following:

  • Weekly catch-up call to make sure everything is OK
  • Company news round robin – make sure plans for the business, new customers, financial goals and targets etc are all shared with everyone, regularly
  • Face to face – yes, you can Skype or do conference calls, but there is a great deal to be said about seeing people face to face, so encourage all of your team to come into the office when they can. Arrange team meetings on a regular basis to bring everyone together
  • Social occasions – one of the biggest issues with remote working – is just that – feeling remote! Having social gatherings and remembering to invite everyone can do huge things for morale and let everyone feel included

If things are not going to plan, remember to tackle it effectively.

Yes, you can bring this up during performance management sessions, but don’t wait 6 months. Arrange a one to one session, and talk about your concerns and expectations.

Managing the performance of remote workers doesn’t have to be any harder than those individuals who are office based.

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If you would like help with managing performance or remote working please contact us on 01256 328 428 or fill out the form below to organise a call back:

 

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