Cherry Tree

Remote Work Challenges for HR | Benefits Collaborative

By

It’s been said the ongoing COVID-19 (coronavirus) outbreak has created the largest remote work experiment ever devised.  In fact, there are many recently documented cases where companies have asked at least some of their employees to work from home.  Three of those companies are Amazon, Twitter and Microsoft.

Remote work, of course, is not something new.  In the past, remote work has been largely reserved for customer service representatives but that’s changed now with remote work being a reality for many different industries across the board.  There’s been a 173 percent increase in people working remotely since 2005.  Additionally, 75 percent of workers say they’re more productive at home.  The reasons:

  • Fewer distractions
  • Less commuting
  • Lower instances of office politics

The coronavirus aside, there are some real challenges for HR when it comes to looking after a remote workforce.  Chief among them is the strategy for keeping those remote employees engaged the company.

Remote Work

Employee Engagement

Employee engagement is not an easy thing to accomplish.  By and large, it really depends on the type of organization and the type of workers typically employed by said organization.  What works for one doesn’t necessarily work for the other.  When a company then adds remote workers into the mix, one can see how it gets more difficult to see success in a strategy.

In some ways, it’s easy for human resources to develop this idea remote workers don’t need engagement.  The opposite is actually true.  Remote workers tend to be very productive.  Most statistics back up this claim.  A solid remote worker is typically described as:

  • Self-Disciplined
  • Adaptable
  • Flexible
  • Strong communicators
  • Independent
  • Confident
  • Reliable

Even with all of that said, remote works want to feel like they belong with the company.  It’s imperative they believe they are important and valued members of the company culture and its community.  Remote workers, just like on-site workers, are susceptible to certain trends such as leaving the organization within the first year and leaving to pursue career advancement opportunities.

Facilitating Remote Work

All of that said, there are things company leaders and managers can do to set the engagement of the remote workforce on the right path.

  1. Expectations

The whole point of remote work is not having to go into the office.  As such flexible work scheduling is typically a piece of the overall remote working strategy.  To be more to the point – workers probably aren’t working a 9-to-5 shift if they’re off-site.  That being said, managers can set particular expectations such as times the employee is expected to be “on the clock.”  Some people refer to these as “busy hours” or “office hours.”  It’s during this time remote workers should be expected to be prompt in their responses to emails and phone calls as well as be available to collaborate with the team.

  1. Inclusion

Normally when the word inclusion is used, it’s in connected to diversity.  In this particular instance, the focus is not on the inclusion of workers from any other perspective than the fact they are part of a team.  If a team is meeting at the office to discuss strategy or anything for that matter, remote workers should be allowed to participate.  They should actually be expected to do so.  With tools such as Zoom and Skype available, there’s no reason they should not be included in the conversation.

  1. Rewards

In a lot of instances, brick-and-mortar employees tend to think remote workers don’t work nearly as much.  That’s actually a misconception.  In most instances, remote workers work longer hours than those in the office; about 46 hours a week.  That being said, it’s important to reward these workers.  If they are hitting their goals, that needs to be recognized.

Productivity Case Study

One area where companies tend to cringe when it comes to remote work is in productivity.  There are some real fears presented from leaders with respect to workers not being as productive when working from home as compared to those brick-and-mortar employees.  Some of it, like it or not, stems from the need some leaders have with respect to seeing their direct reports work.  Is this fear founded or unfounded?  If the results of one case study (and several others) are to be believed, the answer is definitely unfounded.

Look to CTrip, China’s largest travel agency.  A professor from Stanford studies whether or not remote work was “beneficial or harmful for productivity.”  It took two years to complete the study and what the professor found is a profound increase in productivity for a group of remote workers over their in-office counterparts.  It wasn’t all “sunshine and rainbows”, however.  Those remote workers did report an increase in feeling lonely and many reported they didn’t want to work from home all the time.  In the end, the recommendation was to create a hybrid of sorts; one that balanced working from home and in the office.

In summation

Here’s what we know.  Right now, there are some 26 million Americans who work, at least part of the time, from home.  And that number is only going to grow.  According to a report from Buffer, 99 percent of employees say they want to work from home some of the time for the rest of their careers.  Additionally, IWG says their research indicates 80 percent of workers would choose a position with flexible work over one that didn’t offer the benefit.

It can only be hypothesized the COVID-19 pandemic will continue to push employers to test the boundaries of remote working.  In doing so, they will have to take a very hard look at their current employee engagement strategies to ensure workers still feel connected to the organization and each other.  While it’s not the single most important thing when it comes to continued profitability, especially in an economy rocked by a worldwide coronavirus outbreak, it will go a long way to ensuring companies can continue delivering on business promises and supporting the bottom line and the company workforce.

By Mason Stevenson

Originally posted on hrexchangenetwork.com

262 responses to “Remote Work Challenges for HR | Benefits Collaborative”

  124. Good day I am so excited I found your site, I really found you by error, while I was browsing on Askjeeve for something else, Regardless I am here now and would just like to say cheers for a incredible post and a all round entertaining blog (I also love the theme/design), I don’t have time to read through it all at the minute but I have saved it and also added in your RSS feeds, so when I have time I will be back to read a great deal more, Please do keep up the excellent b.|

  128. Great post. I was checking continuously this weblog and I am inspired! Extremely useful information specifically the last phase 🙂 I handle such info a lot. I used to be looking for this particular info for a long time. Thank you and best of luck. |

  132. Hello it’s me, I am also visiting this website daily, this site is genuinely pleasant and the people are genuinely sharing good thoughts.|

  139. Howdy, i read your blog from time to time and i own a similar one and i was just wondering if you get a lot of spam comments? If so how do you stop it, any plugin or anything you can suggest? I get so much lately it’s driving me insane so any support is very much appreciated.|

  140. I happen to be writing to make you understand what a terrific experience our princess went through visiting yuor web blog. She realized too many things, with the inclusion of what it is like to possess an incredible teaching style to make the others without hassle thoroughly grasp various tricky topics. You undoubtedly surpassed visitors’ expected results. Thanks for showing those warm and friendly, trustworthy, revealing not to mention unique tips on your topic to Tanya.

  142. My brother suggested I might like this website. He was totally right. This post actually made my day. You cann’t imagine just how much time I had spent for this information! Thanks!|

  145. Somebody essentially help to make critically articles I might state. This is the very first time I frequented your website page and thus far? I surprised with the research you made to create this actual post incredible. Excellent job!|

  147. Heya i’m for the primary time here. I found this board and I find It really useful & it helped me out a lot. I am hoping to present something back and help others such as you aided me.|

  150. I am now not positive where you are getting your information, however good topic. I must spend a while learning more or working out more. Thanks for magnificent info I was in search of this information for my mission.|

  154. I’m not sure why but this site is loading incredibly slow for me. Is anyone else having this problem or is it a issue on my end? I’ll check back later on and see if the problem still exists.|

  159. Currently it appears like BlogEngine is the best blogging platform out there right now. (from what I’ve read) Is that what you’re using on your blog?|

  167. Magnificent beat ! I would like to apprentice while you amend your web site, how could i subscribe for a blog site? The account aided me a acceptable deal. I had been tiny bit acquainted of this your broadcast offered bright clear concept|

  189. Hi! I could have sworn I’ve been to this blog before but after browsing through some of the post I realized it’s new to me. Anyways, I’m definitely glad I found it and I’ll be book-marking and checking back frequently!|

  203. It’s a shame you don’t have a donate button! I’d certainly donate to this superb blog! I suppose for now i’ll settle for bookmarking and adding your RSS feed to my Google account. I look forward to fresh updates and will talk about this site with my Facebook group. Talk soon!|

  219. Hmm is anyone else having problems with the pictures on this blog loading? I’m trying to figure out if its a problem on my end or if it’s the blog. Any feed-back would be greatly appreciated.|

  229. Thanks , I have recently been searching for info approximately this topic for ages and yours is the best I have came upon till now. But, what concerning the conclusion? Are you positive in regards to the supply?|

  246. Very good website you have here but I was wanting to know if you knew of any community forums that cover the same topics talked about here? I’d really love to be a part of group where I can get responses from other experienced people that share the same interest. If you have any recommendations, please let me know. Appreciate it!|

  259. An intriguing discussion is definitely worth comment. There’s no doubt that that you should write more about this subject matter, it may not be a taboo matter but typically people do not talk about such topics. To the next! Cheers!!|

Leave a Reply

Your email address will not be published.

Learn More About Cherry Tree

Cherry Tree

Powered by D & S Agency
D&S Life Agency, Inc.
1414 Franklin Rd.
Roanoke, VA 24016
(877) 343-7855

    © 2018 Cherry Tree | Powered by eTekhnos
    Top