Working remotely is getting popular every passing day. Innovative entrepreneurs are making global teams working remotely. In this way, they can hire multi-ethnic, highly talented teams at relatively reasonable compensation. The added benefit of remote teams is zero office expenses. As an entrepreneur, you won’t be liable to pay equipment costs, electricity costs, and office rent amongst other expenses.
Remote teams started to become mainstream with the advent of freelance platforms. However, recent events have forced almost eighty percent of businesses to adopt the remote working culture.
There are downsides to remote work as there are benefits. A lot of employees report that they suffer from remote work burnout. Multiple reasons can be associated with remote work demotivation. Realizing the gravity of the issue human resource development students are adopting dissertation topics related to this particular issue.
Since this issue has come to the limelight due to the lockdown imposed globally due to stop the spread of the virus, let’s consider the top tips to motivate and engage your employees.
Establish distinct expectations
Managing and motivating the remote workforce requires proactive interventions as well as the establishment of clear goals and expectations for employees. The goal setting is the same for the remote workforce as it is for the traditional workforce. It doesn’t matter where you or your workforce is doing the job, there will be clear requirements to achieve success.
The major advantage that remote work offers to the employees is the flexibility of working hours. But too much flexibility can result in lethargic behavior as well as delayed tasks. If you need your workforce to be more responsive, set the clear expectation from each team member.
Over-communication and connectivity
It is quite possible that the communication gap increases as a result of remote work. As a team leader or business owner, you will have to make conscious efforts to keep a connection with your team. Experts suggest that over communication with team members can prove beneficial to engage and motivate remotely scattered teams working towards a common goal.
One major benefit of the periodic check-ins and calls is that it will enable you to address the problems faced by your team members. Encourage your team members to reach out in case they need any help. Regular calls and electronic meetings will help your employees to feel more included in the process hence creating a more inclusive culture.
Use digital team management tools
Digital productivity tools are now plenty. Adopt and deploy a tool to manage the productivity of your team. Use internal communication applications for communications within the team.
Encourage the employees to use the messaging application for informal communications. Take part in such messaging groups, this will help foster a sense of attachment and belonging.
Make a call instead of emails. The tone of your is a better communicator and convey your emotions better.
Impart growth mindset
A growth mindset is important, monotonous task has the tendency to put off even the most talented teams. A continuously challenging environment is essential to keep the remote workforce motivated. Managers tend to put their subordinates through strenuous situations in order to keep them motivated and help them realize their potential.
Another proven tip is to encourage employees to undertake career development courses. It will be best if the company can sponsor these training sessions. Most of the employees that are demotivated working with the firm blame that they don’t have growth opportunities and the company does not care about their career growth.
Avoiding this mistake will help in the team’s capacity building and achieve exceptional results from the same set of employees.
Set a reward system
Sometimes all that employees need is a little recognition for their efforts. When employees are delivering good results and trying their best then little recognition can do wonders to keep them motivated. Many business leaders tend to lose track of their employee achievements hence failing to appreciate their efforts. It will lead to demotivation at the individual level and might replicate to the team level.
You can also set a reward system. It can be monetary or non-monetary. Reward systems are a great way to keep your teams motivated no matter if you’re managing a remote workforce or a traditional workforce. Rewards can be small or large both will have a tremendous positive impact on your teams’ output.
Trust your team – Manage achievements not activities
Giving your remote team autonomy is essential. If your team is achieving the landmark results and fulfilling goals then it isn’t mandatory to be always on their nerves. Man management is not a good way to manage dynamic and result-oriented teams.
Once the duties and roles are assigned, you have communicated your expectations, you must trust your team to get the tasks done on time. What you can do is motivate and help out your team where you feel a member needs your guidance. Encourage your employees to reach out for help and discussion on the projects.
Do not micro-manage, another demotivating factor is the micromanagement and calling team members multiple times to just pinch them. Instead, check up on the results and outputs they achieved.