Paying attention to your remote worker’s morale will pay off.
As little as 10 years ago, the idea of working remotely was unimaginable. Now, remote work and telecommuting are quickly on the rise as employers recognize the remarkable impact a work-from-home environment can have on a company’s finances, productivity, and employee’s well being.
For one, innovation can improve. Emerald insight conducted a global study that found that teams working virtually “were not only productive but also more innovative than face-to-face teams.”
In addition, productivity has been proven to increase when employees are telecommuting. According to a survey conducted by Korn/Ferry International, 78% of managers reported that their remote employees were more productive or as productive as their in-person counterparts.
However, as productivity, efficiency, and innovation rise in a remote environment, work culture is often neglected. A recent survey of remote workers found that the top disadvantages of remote work are the lack of personal interactions and feelings of isolation. If you don’t do the work to sustain a happy virtual workplace, you risk losing top talent and decimating the morale of your employees.
In this article, we’ve laid out seven proven and effective ways to boost morale while working remotely. It’s not all fun and games…but some of it is! Create a virtual atmosphere that employees enjoy and you’ll be rewarded with increased productivity, business success, and a super-satisfied team.
1. Communicate like never before
In an office setting, you can rely on frequent in-person communication and take for granted the value of being able to lean over and ask a coworker clarifying questions. As you move to a remote work environment, adjust your communication methods to account for the lack of impromptu communication.
Check in frequently: Many companies have adopted a daily standup meeting as a way to stay aligned. These morning meetings should only last 15 minutes, allow people to share their tasks, and ask for assistance if needed. The check-ins help you stay in touch with the needs of your team and work to meet them.
Set clear expectations: As a manager, speak out your expectations of employee output and work on an ongoing basis. If you lay out clearly what you expect, you are more likely to get the result you want. This also prevents someone from having to duplicate efforts and redo work.
Prioritize employee wellness: It is important for employees to feel that you’re recognizing them as human beings, not just output machines. Assume that your team is negatively impacted by the stress of global events and the isolation of virtual work. Carve out time to personally check on your team and see how they are doing emotionally. if you notice that someone on your team is overworking themselves and on the brink of burnout, be proactive and give them extra days off so that they can reset. When in doubt, hop on a call: Written communication lacks the nuances of verbal communication. If there’s ever a question of intention, tone, or instruction, hop on a call to ask clarifying questions. If you’re working on a project and realize writing out thoughts will take way too long, hop on a call. If you need to brainstorm, hop on a call. A video call is preferred so you can see facial reactions. Provide