How can I tell if remote workers are working?

In the era of remote work, the traditional office has transformed into a digital workspace, often stretching across cities, countries, and even continents. As a leader, you may be pondering over the productivity of your remote team. The key to this modern work dilemma isn’t tighter control but fostering a culture of trust and focusing on outcomes rather than presenteeism.

Understanding Remote Work Productivity

Productivity in remote work isn’t about the number of hours your team is logged in; it’s about what they accomplish. Here are some ways to ensure your team is productive:

• Set Clear Objectives: Establish specific, measurable goals aligned with your team’s competencies and communicate realistic timelines. This clarity helps remote workers focus on delivering results rather than clocking hours (Monitask).
• Regular Check-ins: Maintain regular communication through emails and calls to offer support. These contacts should be part of your routine, not a surveillance tactic.
• Use Technology Wisely: Employ tools like project management software to assign tasks and monitor progress without micromanaging (Hubstaff).
• Recognise the Signs: Be aware of indicators such as a drop in work quality or a negative attitude, which may suggest a dip in productivity. Address these signs constructively (FlexJobs).
• Foster a Supportive Culture: Encourage a work environment that values breaks and understands the occasional need to step away, just as in an office setting.

Building Trust with Remote Teams

Trust is the cornerstone of successful remote work. Here’s how you can build it:

• Start with a Strong Foundation: From day one, establish a relationship with your remote employees based on trust and clear expectations.
• Keep the Social Thread Alive: Remote workers should feel part of the team. Regular virtual coffee breaks or team lunches when they are in the office, can maintain the social aspect of work.
• Manager’s Discretion: Understand that remote work offers flexibility. If an employee needs to run a quick errand, remember the extra hours they might put in outside the standard workday.
• Performance Management: If you suspect underperformance, apply the same principles as you would in an office. Offer support, set a performance plan if needed, and ensure familiarity with the organisation’s policies from the outset.

Conclusion

As a manager, your role is to build trust, clearly communicate expectations, and trust your team to deliver. By focusing on outcomes and fostering a culture of trust, you’ll likely find that your team is not only productive but also more engaged and satisfied with their work.

Take the time to reflect on your management style and the culture within your organisation. If trust is an issue, it may be time to reassess and rebuild your approach to remote work management. Remember, a team that feels trusted is a team that delivers.