There has never been a better time to go remote
Are you on the fence about hiring a remote team member or an entire remote team?
A 2018 survey by Zug pointed to:
at least 70% of our global workforce surveyed working remotely at least once per week; and
53% working at least 3 days a week remotely.
Another recent survey by Buffer revealed that that overwhelmingly employees feel far more productive working from home.
As a former remote employee and now remote business owner I can testify that this is certainly the case. The biggest benefit to an employee is the autonomy to work when they like (subject to client deadlines) and the reduction of commute time. The reality is that you have given your employee at least a couple of extra hours a day as a result. Because of this employee engagement and productivity will usually increase with a remote work arrangement.
The other clear benefit is the lowering of employee overheads for businesses that do not need to hire office space to house their employees. Instead the business can use a serviced office or co-working space as required.
But how do I do it?
Okay, so you can see why you should do it but need to know how to do it?
The right employees
You need the right employees to make a remote working arrangement work. People that are self sufficient and self motivated and have the right personality type to work remotely. Some people just aren’t suited to working remotely and that is ok. But you need to get to the bottom of that before you offer a person who is not suited a job.
To that end the recruitment process is very important.
After you have the right team to work remotely, you need the right documentation in place, remote work policies, human resources handbooks and remote work agreements or consultancy agreements are a MUST.
All offers to work remotely should be made on a trial basis so you can terminate the remote arrangement if things aren’t working out or re-visit the terms of the employment.
The onboarding of your remote employee must be done well to ensure they know what is expected of them and what their duties are.
Because you don’t have the benefit of daily face to face contact with your remote worker, other methods of communication are so important. Telephone, email, chat, video conferencing should be done every day with your remote employee to ensure they feel part of the team.
When done well, communication with a remote employee should be seamless. Also establish the expectation with your remote employee that you require them to communicate regularly with you too, to let you know how their work is progressing and respond to any queries.
I have written more about communication for remote teams over on the Telco Compare blog.
At the Remote Expert we offer documents, such as policies and procedures plus specialised remote work agreements for employees and contractors. Get in touch with Emma Heuston, email@example.com for a 15 minute obligation free chat to discuss your remote work needs and how we can help you