How to Engage Remote Workers?
Remote work offers a number of perks, as less time in commuting, the ability to balance work and life, flexibility, and more. However, the fact that remote workers aren’t with their colleagues at work can make them feel less engaged with their organization, and affect their productivity.
Working remotely can be tough for some people, especially if interruptions are there, such as household chores, kids, troubled internet access, etc. Ah, you name it.
That’s why you should be engaging your remote workers more often and more creatively than you think. Heck, it is a lot of pressure on you and your remote company, I understand. Our company faced it as well, think this phase as more likely an understanding stage of you employee rather than a burden for you.
Our team has compiled a few ways for you to engage your remote employees actively and to help your virtual team feel like they’re an important part of the group by keeping them connected to the company’s culture. (I guarantee, this works, our company follows it)
1. Ensure the wellbeing and health of the workers.
Your workers’ wellbeing ought to be your need.
If your remote workers are performing at their fullest, say 45 – 60 hours a week, there is no way they will have the option to be truly productive. If your company wants your workers to be operating at 100% capacity, which means that they need to rest, too. Let them know, you genuinely care for their wellbeing and health, that there is the most important aspect of your company. Get them a health program, stipends for months gym subscriptions or whatever that makes them stay refreshed, maybe kindle subscriptions, books, personality development, and so forth.
Create a group in slack or in any communication tool you use, to talk about what they have opted for the current month’s wellbeing stipend, let them share their progress, insights, and so on. This won’t just help your workers’ wellbeing yet, in addition, unite them and demonstrate to them that you care about their general prosperity.
2. Host virtual gatherings.
Video calls, texts, emails, and web conferencing have helped several far-off groups keep in touch. A casual video conferencing or virtual events to catch up, every quarterly, can support and engage you remote workers, surprisingly. You can likewise utilize correspondence and cooperation instruments like Google Home bases, Slack, and Trello.
Taking on unpleasant tasks at work is inevitable, but we needn’t feel terrified during every conversation. Work excursions or easygoing video calls can keep your remote workers interested and eager to be part of the team.
3. Ensure workers feel heard and appreciated.
Employees deserve to feel appreciated.
You aren’t in the workplace every single day to extend a quick thank-you or take your employees somewhere else for their work celebration, so you ought to find little approaches to commend your workers as frequently as possible.
Is somebody’s birthday coming up? Send them a virtual gift voucher. Did a specialist exceed all expectations on a task? Schedule a small group call among the team to assess their progress. Consider simple demonstrations to show workers you care.
Make sure your (virtual) entryway is consistently open. There are bound to be miscommunications between telecommuters, and the last thing you need is for your staff to feel unable to speak with you, ask questions, or voice concerns. Make it clear that you are available for one-on-one meetings, and really listen when a worker trusts you.
4. Communicate frequently.
Remote workers who work irregular hours or are outside the base camp’s time zone feel sometimes their group isn’t available, and the other way around as well.
It’s hard to anticipate that everyone will be available all the time, but knowing that they can communicate with their colleagues and keep in touch through computerized correspondence helps virtual workers feel more connected.
5. Gamify your collaborative process.
Gamification, the process of utilizing gaming elements in non-game situations, is increasingly popular as a strategy for organizations to increase client loyalty and dependability. The strategy of empowering contests and compensating employees for ordinary tasks can be a compelling employee engagement strategy.
It is important for your workers to feel included, as though they are important for the group. Contests and group objectives build a sense of coordination and engagement.