3 Steps To Effectively Managing Telecommuters
This blog post is brought to us by MRA Global Sourcing.

While modern technology has made it easy for employees to work from anywhere, including the comfort of their own homes, some employers are requesting staff increase their physical presence in the office. Top talent working remotely has decreased collaborative efforts, mentoring opportunities, innovation, and other benefits of having employees who work together often under one roof. The reason for this shift comes from an increase in candidates requesting work from home privileges during the interview process. Having this option is proving to be a priority based on the results of the recent MRI Network 2017 Recruiter Sentiment Study, which revealed that more than half of the recruiters surveyed received requests for work from home flexibility.

Organizations that deny work from home opportunities risk turning away quality candidates, and need to discover the best way to manage and engage these remote employees in order to remain competitive as an employer in today's job market. It's crucial to develop a work from home program that allows employees to work from home without having your organization sacrifice the benefits of having employees onsite in your corporate office. A successful arrangement can easily be coordinated between the employer and employee by following a few simple guidelines:

1. Treat remote working days the same as in-office working days- Traditionally, working from home was a reward or privilege exclusively for employees in positions of seniority that have more or less 'earned' this option. But when approached as just another day at the office, except of course not at the office, employers can ensure their remote employees are just as engaged as if they were onsite.

2. Agree on specific deadlines and targets to guarantee expectations- This has been the greatest challenge for managers of off-site employees, as they struggled to monitor and assess these employees from a distance. Setting firm deliverables, communicating expected deadlines and monitoring targets being met are all ways to allow remote employees to demonstrate their effectiveness out of office.

3. Communicate with remote employees as regularly, if not more, as those in-office- While it can be easier to touch base and receive updates from work from home employees through email, regular check-ins will not suffice. Unexpected calls or notes to discuss a project without plainly requesting an update is one way to show your awareness as the employer and give the remote employee the opportunity to bring up concerns or other items that they might not have mentioned otherwise.
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