How to Make Telecommuting Work for Your Staff

Constant Communication Helps to Keep Remote Employees Motivated to Succeed

Telecommuting is increasingly popular in today’s business world. It cuts operational costs for the employer, while allowing employees the convenience of working from their home offices. While telecommuting has proven valuable for many organizations, it requires a non-traditional approach to management. From communicating to measuring productivity, you must alter your management style to accommodate your off-site staff. Here are a few techniques to ensure happy and productive telecommuting employees.

Telecommuting Not for Everyone

Make sure those you hire are positioned to succeed. Telecommuting is not for everyone. Certain employees will thrive as telecommuters while others need more constant supervision and direction.

Keep this in mind when you are hiring on new employees or transitioning current employees for telecommuting roles. In the interview, make sure that candidates have a demonstrated history of success working in an independent environment. Stress to candidates that the individual selected will be expected to work with limited direction. Entry-level employees or those who require constant supervision are not good candidates. Provide comprehensive training for the role, and lay out your exact performance and productivity expectations.

Communication is vital to maintaining an effective and functional relationship with off-site employees. Make a point to talk with each of your employees at least once a day — even if that means reserving time on your calendar. Do not rely solely on e-mails and instant messages — pick up the phone and call your employees. Schedule weekly one-on-one meetings to review performance and to set goals and objectives for the week. This will provide formal, uninterrupted time to go over any project difficulties or general work issues.

Make time for casual conversation. Personal connections play a large role in job satisfaction and retention. In a typical office environment, these connections occur naturally. However, when you do not see each other everyday, it is easy for phone calls and e-mails to become strictly business. Make a conscious effort to incorporate casual conversation into your correspondence. Allow time in your weekly meetings to talk about upcoming vacations, discuss a popular TV show, or ask about each other’s kids. At least once a week, you should find time to check in with your virtual employees “just to chat.”

Promote communication among employees. Telecommuters do not connect face-to-face with colleagues on a regular basis. While it is important that they have strong working relationships with their managers, it is also important that they interact with their co-workers. If you have a large team, schedule weekly calls for the entire team. During this time, each team member should give an update on his/her own goals and projects. This weekly meeting will prepare your employees for the week and boost morale by giving them a sense of camaraderie.

Let your team connect without you. Resist the urge to micromanage. If you control everything, your employees cannot have candid conversations among themselves. Have senior-level employees pair up with newer employees for role playing or other training on their own — without your feedback.

Unlike a regular office environment, telecommuters cannot go to lunch to discuss work-related issues. Give them outlets to communicate on a personal level. Try to get the group together face-to-face quarterly. If they live in the same area, have them assemble once a month for a team meeting or lunch.

Utilize Available Technology

In addition to the phone and e-mail, a wealth of technology is available to assist telecommuters. Explore your communication options and be open to all available technology. Invest in internal systems that can track productivity and allow you to review work-in-progress in real-time. This will also enable you to observe employees’ strengths and weaknesses. Take advantage of Web-based meetings and teleconferencing. Yet don’t let technology replace face-to-face meetings.

Celebrate Successes

Promote teamwork and a sense of unity by celebrating individual successes — both personal and work-related. Make announcements to the team in weekly meetings. Additionally, celebrate contributions such as exceeded performance objectives, met goals and acquired sales leads. Motivate employees with monthly competitions and other incentives. This will also promote social interaction and team building.

While telecommuting requires the right employees and a flexible, hands-off management style, it has many benefits. Make a conscious effort to keep employees motivated, encouraged and appreciated, and you will produce a team positioned for success.