A growing number of employees nowadays work remotely. This is possible due to advancements in technology. The rewards are many for both employee and employer. Employers can spend less money as they have less people that need space in the workplace. Employees that work remotely are often more productive; they spend less time commuting, and they have the flexibility to adjust their work around their life rather than working 9 hours straight, which can cause burnout.
Remote Worker Challenges
Remote workers and contractors do present at least one considerable challenge to employers: It can be hard for employers to effectively monitor the hours that their workers are putting in. How do employers know, after all, if their remote workers are pounding away at their keyboards or playing Angry Birds on their smartphones all day?
One easy way to monitor the amount of work being completed by remote workers is to set realistic goals that they need to hit. This puts the emphasis on the end result and helps prevent the manager from worrying about it, as long as the goals are being met. This also gives the employee freedom to work within the hours they are most fruitful.
Setting Remote Worker Deadlines
Employers might tell their remote workers that they have to turn in a specified amount of work every Wednesday and Friday. This will make sure that remote employees are carrying out their work. Employers might also schedule regular updates by phone, video chat, or through instant messaging, in which workers can explain how far along they are with particular tasks. Some employers may opt to require that their remote workers spend a minimum of one day a week, or two days a month, on site. This gives these workers face time with their managers, something that helps everyone stay focused on upcoming deadlines and goals.
Off-Site Not a Permanent Condition
While many people may have the personal discipline and time management skills to successfully work remotely, some don’t. So, if an employee doesn’t work well remotely, and that has become clear, remote working doesn’t have to stay permanent, it can easily be revoked. Ultimately, trust within the employee/employer relationship is one of the key components of a effective remote working relationship. The worker needs to preserve that trust by hitting deadlines and delivering high quality work.