How to manage remote workers

The following is a brief introduction to the topic:

It’s not a new concept, but the hybrid or remote workforce has grown in popularity. The flexibility and control that employees have over their work arrangements can be beneficial to employee satisfaction, engagement and loyalty. We explore below the challenges, benefits and areas of hybrid and remote work.

What is a remote/hybrid workforce?

Before the pandemic, most of the workforce was concentrated in one place. Although it was possible to have a workforce in different locations or to work remotely or from home, it was widely accepted that travelling to work involved physically moving to a new location. This was more than just moving from room to room.

The pandemic had a huge impact on how and where work was performed. Employees had to accept that they would have to work alone, manage teams geographically separated, and meet virtually on computer platforms. It looked like an organized business despite the fact that there was no central focus.

This shift was relatively simple for some businesses. Businesses that rely on desk-based work and where individuals can achieve their goals without the need for others to help them were able make this shift without having a major impact on their productivity. In some cases, the shift to remote work was actually more beneficial to the business. The employees felt in greater control of their own time and the stress associated with the daily commute has been removed.

It is important to note that this was a forced situation and, for some, it did not work. The home arrangements did not allow for remote working. The daily stresses and demands that come with living under the natural outweighed the benefits of remote working.

As the pandemic receded, many employers and employees realized that the advantages of remote working are worth keeping. Employees were eager to retain their autonomy, with the right policies, communications technology and support.

So was born hybrid working arrangements. The employee would be able work part-time from home, but also come in to the office for tasks that were better completed by hand. This mix of work locations and choices as to when and where someone would be working needed to suit the employee and employers. For some frontline staff, it was obvious that such an agreement would not be feasible. For those who saw the advantages, there were many options for how to make the arrangement work.

Increasing communication and the need for specific skills led companies to hire people who may never have set foot in their office or place of work. fully-remote workers gave employers access to skills and knowledge, without worrying about their location.

The remote worker can work anywhere in the world. The world is the employer’s talent source as long as the employee can deliver the results the company needs and receives the rewards, remuneration and support it requires. Some employees have made remote working a lifestyle, allowing them to travel the world while achieving their goals. Others use it as a way to earn a living by using their skills for an employer or organisation who needs them.

Both arrangements are challenging for HR but also allow HR to make a significant contribution to the organization. In a time of limited skills and a need to improve productivity, hybrid and remote work can offer businesses some major advantages. This practice allows employers to hire the best people at the right time to perform the tasks for their organisation.

The Legal Aspect of Flexible Work

The legal implications and responsibilities of hybrid and remote work are important to consider. The current legislation on the right of employees to request flexible working also applies here. While there may be instances where the organization is happy to allow its employees to work when and how they want, there can also be disagreements. The right of employees to request flexibility in their work is a fundamental human right. Employers must take these requests into consideration from the very beginning.

Such requests can be refused by employers, but the reasons must be clear. Employers must also be very careful when deciding whether to accept or reject such requests. It may be that the request was made for a variety of reasons, including caring responsibilities or disabilities. If these issues are ignored, or if no reasonable accommodations are made to address them, then accusations of discrimination will be leveled.

The employers still owe a duty to care hybrid workers. They must make sure that their employees are working in a safe manner, wherever they may be. It is important to make sure that the employees have the tools they need for their job. This includes chairs, desks and computers.

The type of contract or employment arrangement that the employer has with remote/hybrid workers will determine the legal responsibilities employers have. Not all these workers are full-time staff of the organization. To protect the company from the potential risks of a hybrid or remote workforce, it is important to consult with a lawyer or gain legal understanding.

Hybrid or Remote?

Hybrid workforces and remote workforces are different. hybrid workforce assumes that employees work from a variety of locations. The hybrid worker can choose to work at home, in the office, or from a third place, such as a coffee shop, shared workspace, etc. The hybrid worker is expected to visit the office for a specific meeting, an event or just to check in regularly to be able work with other employees. These visits can be important to maintaining company culture or teamwork, which is difficult to maintain from a distance.

Hybrid Workforce: Definition and Characteristics

Definition: A hybrid workplace is a mix of remote and office workers. Employees can choose to work from home or in an office depending on their job requirements.

Characteristics:

• Some employees are in the office full-time, while others are working remotely. Others have a combination of both.
• The company can designate specific days for office work, or it may leave this up to each employee.
• Video conferencing is used to bridge the divide between office workers and remote employees.

Definition and Characteristics for a Remote Workforce

Definition: A remote team is based entirely outside of an office. Employees usually work from their homes, co-working areas, or anyplace with internet access.

Characteristics:

• There is no need to have a physical office where the team can meet every day.
• Employees can work anywhere (in cities, countries or continents).
• Digital tools are used for communication, collaboration and task management.

The advantages and disadvantages of hybrid and remote working

There are many advantages to a hybrid or remote workforce.

• Flexible working hours and locations – employees can decide where to work. It can be home or anywhere else that is more conducive to work.
• You can save money on space and commutes if you have fewer employees. You might decide to use a hot design in the office for people who come. You can use less space in your office if you know how many people will be coming to the office each day.
• Access to global talent pools. You don’t just consider those in a certain location when you recruit for your organisation. It is easy to make comments about where your business may be. Anyone can be employed anywhere.
• Allows employees to work anywhere they choose. Employee satisfaction and well-being can be increased if employees have greater control and choice over when, where and how they work. They can achieve a better work-life balance by combining hybrid and remote working.
• Encourages balance between benefits of office culture (team-building, networking) and remote working (flexibility, independence).
• Controlling the cost of hiring people. Remote workforces can be scaled faster than traditional ones. Remote employees may work as contractors/freelancers enabling the business to tap into their skills on an as and when required basis.

Some of the disadvantages to a hybrid or remote workforce are:

• Finding the right people. Although this approach opens up your search to a larger pool of talent, it can still be difficult to find someone to do the work that you require when and how you want. There may be more negotiations than you think about how and where someone is going to work. This makes the recruitment and onboarding process more complicated.
• Managing team interaction without physical contact. To ensure that a hybrid workforce or remote workers work together, even though they may not be in the same country or building, it takes different management skills.
• Feelings of isolation are possible. Employees may feel alone if they don’t have regular and proper contact with their teams and the company. Disciplinary issue and difficult/challenging times at work need to be handled particularly well as remote/hybrid workers may not get the same support when such occurrences happen.
• It is difficult to maintain company culture. When employees are separated, they can’t have the ‘water-cooler’ moments that occur when new ideas come up in a meeting.
• Fairness and inclusion are important. Opportunities can be missed by remote and hybrid workers, who aren’t’seen.’ These workers may not be considered for promotions, excluded from important decisions or simply left out as the work progresses.
• Coordination of schedules and availability to meet. When people are encouraged to set their own schedules, it can be difficult to get people to meet at specific times for discussion and collaboration.
• Manage technology and resources for both remote and office setups. Teams and employees must be able to share information and work efficiently in order for remote and hybrid working to be successful. Employees will be unable to deliver if the technology or networks that support it do not work well.

[embedded content]

Take the Lead in HR

HR can be the leader in this area for the organizations it serves. HR is the only function that can identify the benefits of hybrid and remote work for the business. No other function has the expertise to ensure the model is implemented across the organisation.

This can mean that more work is done by better qualified employees. This can result in more work being done by better qualified employees.

Top Tips on Managing a Remote and Hybrid Workforce

1. Create a clear hybrid work policy
   

A hybrid work policy that is effective will make it clear to employees when they are expected to work in the office, and when they are allowed to work remotely. Include performance metrics, communication protocols and expectations regarding availability.

2. Equal Access to Information
   

Remote employees must have the same access to information and opportunities that employees in the office do. Your network and technology must not discriminate based on employee location. All internal communications should be accessible via digital means, including virtual or hybrid meetings. For group meetings, Zoom and Teams work well. Collaborative tools such as Google Drive, Notion or Confluence are useful for sharing documents. As with any in-person meeting, ensure that online meetings have a clearly defined agenda and are managed properly.

3. Create Strong Communication Channels
   

Communication is essential to maintain cohesion when team members are located in different places. Establish communication guidelines and norms to ensure that both remote and office employees are on the exact same page.

4. Establish Regular Check-Ins
   

Create a system of regular team meetings and one-on-one checks-ins to ensure that all employees, whether they are in the office or remote, stay engaged and connected. They can be done daily, weekly or bi-weekly depending on your needs.

5. Encourage team building activities
   

Create opportunities for remote and office workers to bond. This can improve team spirit and camaraderie. Even if you have a small workforce, you can arrange an event for everyone to enjoy. You can have a team-building event both in the office and online.

6. Lead by example
   

You set the tone as a manager for your team. Be flexible, communicate well, and show the behaviours you wish to see from your hybrid team. Employees will follow your lead if you balance remote and office work.

7. 7. Consider Time Zones
      

When scheduling meetings and requesting work, keep in mind the time zones of remote workers, who could be located in a different country. Try to find a fair balance or alternate meeting times.

8. Prioritise results over hours
   

Instead of micromanaging your time, focus on the outcomes and productivity. To make hybrid and remote work successful, you must trust your team members to manage their schedules effectively.

9. Respect Work-Life Boundaries
   

Hybrid or remote working can make employees believe that they are always available to work, chat or receive information. Employees can feel harassed when there is no “down time”. After-hours communications should only be used if they are urgent. As a leader, encourage breaks, time away, and healthy boundaries.

10. Invest in Development
    

If you cannot always see your employees, that doesn’t mean investing in them is a waste. Support mentorship, remote training and growth paths. Professional development shouldn’t be limited by a lack of physical presence.

11. Actively Secure Feedback
    

Ask your hybrid team and remote staff for feedback on what is working and what can be improved. This allows you to detect potential problems before they become serious.

The conclusion of the article is:

It is important to take the management of a hybrid or remote workforce seriously. Many aspects of managing an on-site workforce can be taken as givens and don’t appear to be challenges, until the workforce is off site. HR must consider the challenges of implementing remote or hybrid work. These include coordinating work, ensuring a cohesive and consistent company culture, and ensuring employee welfare.

The trust factor is very important when managing a hybrid or remote workforce. The employees will likely spend a lot of time alone, without the supervision of their managers or team members. It can be difficult to manage this type of workforce unless the organisation is able to trust them to deliver on agreed deadlines and meet standards. Micro-management of remote and hybrid workers is not possible – nor should managers try.

This type of work, when done with care and implemented HR policies can be very beneficial for an organisation. Giving employees the chance to decide where and when to work, and to have a say in it can improve the overall experience of employment.

FAQs

How can I maintain team cohesion in a remote/hybrid environment?

Communication tools that work are essential. To keep your teams on the same page, ensure that you have regular check-ins and virtual meetings. Create an open culture where team members can feel connected even if they are geographically separated.

How can managers increase productivity of a hybrid workforce or remote workers?

Always be more focused on the result than on time. Make performance metrics your top priority. Set clear expectations and transparent goals. It is important to give employees the tools to succeed while also trusting them to manage their time. Managers should conduct regular checks to ensure progress is being made and offer support where necessary.

What are the challenges for employees of hybrid/remote working?

Employees face challenges such as feeling isolated, maintaining work-life balance and overcoming communication barriers. In a hybrid or remote setting, it can be difficult to establish relationships with colleagues or build networks. Employees may also struggle to stay motivated or experience burnout because of blurred boundaries between the work and home lives.

How can companies maintain their company culture with a hybrid or remote workforce?

In a hybrid or remote environment, a strong corporate culture requires deliberate effort. Online platforms can be used to reinforce values, communicate consistently, and build virtual teams. Creating opportunities for employees, whether through virtual happy hour or interest-based groupings, to connect socially can help maintain morale and strengthen a sense of belonging.