strategies run a remote only workforce

8 Strategies to Help You Run a Remote-Only Workforce

Shifting the culture of your company from in-person to remote only can be a huge challenge. Most people are not used to the level of autonomy that remote work provides. This goes for not only low-level workers but also management who may be used to a micromanaging environment.

But running a remote-only workforce comes with substantial rewards and financial benefits for not only the employees but for the company itself. Here’s how you can start running a remote-only workforce successfully:

1. Leverage Recruiting Firms to Find the Best Talent

Did you know you can hire a recruiting firm to help you find the best talent? This can free up your HR staff to focus on things like employee development, administering benefits, and more.

Using a recruitment service can help you find the right talent, especially who has the right motivation and mindset for a remote-only work environment. These firms can help you with job descriptions, interview questions, and more. In addition to that, they can also provide onboarding and training for new hires.

2. Lean Heavily on Technology

Technology is your best friend when you operate a remote-only workplace. It can help you be more productive, communicate more effectively, stay organized, and even be more efficient. Plus, it can help you and your team collaborate better through online whiteboards, chat apps, and more.

3. Teach and Apply Communication Best Practices

Communication is something that can be learned. Teach your staff how to communicate effectively in this type of workplace. Use video conferencing, emails, and more. Make sure you have a good microphone and camera before starting a video call. Make sure you teach staff about creating an uncluttered space and to look at what’s in the background.

4. Communicate the Value of Remote Work

You need to communicate the value of remote work. This means explaining why it’s good for the company but also making it clear how it benefits individual employees. Your team members may have concerns about working remotely, so make sure you answer their questions clearly. They may want to know things like “How do we know what’s going on?”, “Where do we go to ask for help?”, or “Where do I access all my workspaces?”

5. Create a Culture of Trust and Transparency

Remote work does not work if there is no trust. Micromanagers cringe at remote work because they cannot see what’s going on. Look at the outcomes your teams are reaching instead of simply watching them work all day long. You have more important things to do.

Creating an atmosphere of trust and transparency means that you should establish some policies that make clear what’s expected from your employees. Make sure everyone has access to the same tools so they can communicate easily with each other. And set up regular meetings where everyone gets together face-to-face or via video conference.

6. Don’t Create too Many Meetings

Meetings should always have a clear purpose and agenda. If they don’t, meetings can be a waste of time and money. Meetings are often more of a distraction than a benefit, especially when they’re held too frequently. If it can be said in an email, then say it. Keep meetings short and to the point when possible so that people can get back to their work.

7. Offer Benefits That Make Sense for Remote Workers

Offering foosball tables only work if everyone meets in a building together. Instead, think through remote staff and the things that would help them be more effective in their jobs. This may mean offering a snack box subscription once a month to each staff member, a fitness benefit to encourage better health, and a home office stipend to pay for ergonomic workstations. You’ll also want to offer things like health insurance, 401K, reimbursement for travel, and more.

8. Encourage Collaboration Across All Departments

Ensure that everyone is on the same page by creating a collaborative environment. A remote-only workforce requires open communication, so it’s essential to make sure that your employees feel comfortable speaking up and asking questions and that they know whom to reach to get answers as quickly as possible.

Conclusion

Businesses that are moving to a remote-only model will need to make several adjustments to ensure that everyone understands the expectations of this new work environment. You can outsource some roles, while still keeping other positions in-house.

Remember, the most important thing is to create an environment that supports employees’ success and encourages them to be their best selves. This is critical because people who feel happy at work will perform better than they otherwise might have. 

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