Managing staff who work from home

7 Mistakes Managers Make When Managing Remote Workers

Organizations, like individuals, can never be perfect. Recognition is a powerful driver for keeping employees engaged in their work. Trust your instincts when you see something might be wrong and take the time to ask about it. Everyone wants to work from home nowadays. Collaboration communication managing teams remote work.

Credit: Work from home image via Shutterstock. When it comes to managing remote workers, out of sight shouldn't mean out of mind, new research shows. A University of Illinois study revealed that.

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Paul Eccher, co-founder and principal of workplace solutions firm The Vaya Group, said telecommuting is expected to become even more common in the coming years, especially with the increased number of businesses expanding globally. Eccher points to a finding by the Society for Human Resource Management that more than 40 percent of HR professionals believe a larger portion of their work force will be telecommuting within the next five years.

Eccher and Vaya Group co-founder and principal Dave Ross offer several tips for motivating employees who work from home. Chad Brooks is a Chicago-based writer who has nearly 15 years' experience in the media business. A graduate of Indiana University, he spent nearly a decade as a staff reporter for the Daily Herald in suburban Chicago, covering a wide array of topics including, local and state government, crime, the legal system and education.

Following his years at the newspaper Chad worked in public relations, helping promote small businesses throughout the U.

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Invest time in relationships: Getting to know team members is critical, even when face-to-face interaction is limited. Recognition is a powerful driver for keeping employees engaged in their work. There are many formal and informal ways to get to know your team.

Read prior employee evaluations. One advantage of being the first to arrive and the last to leave is that you have plenty of time to talk informally with people. Host a team dinner once a month and encourage staff to bring along their significant others.

Pick up the tab. Seeing people interact informally can reveal a lot about what motivates them in life. Hold regular meetings with your team. At your weekly meeting, pay attention to how your team responds. Some team members might hate regular meetings and prefer communication by email. Learn how to give effective feedback. Giving feedback is an art, and the only way to learn is to practice.

Make sure your feedback is sufficiently specific and actionable. You want your team members to leave knowing what they should do in future situations. Give employees concrete steps to follow. New managers might think they need to have all of the answers, but listening is vital. Involve your team as much as you can. Ask them what ideas they have for solving problems, and implement the ones that are sensible. Active listening requires that you face your team member and give them your undivided attention.

Close your email and send phone calls to voicemail. If you immediately shoot down ideas, your team will hesitate to share with you in the future. Identify how your team fits into the organization. However, new managers are often unclear themselves about what their goals should be. You need to speak to your superiors in the company. Ask how your team fits into the organization as a whole.

Help employees prioritize their work. Successful teams should have a lot of work, and team members might not understand which tasks to complete first. As the manager, you can see the bigger picture. Go ahead and direct your team members as to which tasks they should complete first. Convey this information orally and in email for maximum effectiveness. Delegate to your team. Give your team members minute tasks and see who does the best job.

Keep going back to those who can deliver excellent results. Admit when you are wrong. There are many types of rewards—money is only one though usually appreciated. The reward should be on par with the exceptional performance. To reward a one-time exceptional performance, you can write a sincere thank-you letter. Tell your employee what they did well and thank them for their effort.

However, some employees dislike being recognized in person, so pay attention to how they respond to know what to do and avoid in the future.

To reward consistent, outstanding performance you can name an employee of the month or put on a recognition ceremony where you give someone a more substantial gift, such as a gift card. Learn how to discipline appropriately. There will inevitably be times when you need to correct behavior. Your company should have a discipline policy that you must follow. For example, some companies use progressive discipline: If necessary, point them in the direction of your employee assistance program EAP , where they can get help for addiction, financial problems, and relationship issues.

Learn from your mistakes. When the workplace is your classroom, you should receive instant feedback about your shortcomings as a manager: Take time to reflect on what you did wrong, if anything.

Lean on your mentor or coach to help you understand areas of improvement. I'm expecting to be an office administrator and I would like to perform both for my employer and employee. What steps should I take? Get to know everyone. Learn their strengths, weaknesses and personalities. This will help you work effectively with them. Make sure they feel comfortable talking to you. Not Helpful 0 Helpful Because a manager should be familiar enough with the work being performed as well as manpower requirements vs.

Not Helpful 2 Helpful Respect in a work environment is usually earned most of the time. It takes a while for older employees to come to terms with a younger manager. Always maintain a sturdy and bold personality, but at the same time, take into consideration age and respect. Be willing to discuss issues with your employees and sincerely listen to their suggestions.

This will show that you do respect their experience in the field without compromising your authority. Not Helpful 0 Helpful 5.

While, as a manager, your job isn't to make friends, at the same time you want to help employees with kindness and humility. Do not try to be right all the time, but listen and teach. Genuinely try to teach people to work better and they will respect your management style. Not Helpful 1 Helpful 7.

Separate the 'process' from the 'personal connection. Ask if anyone is familiar with the process and use their skills to help teach others. Give recognition when the tasks are done correctly.

When they get it wrong, correct the problem without judgement and have them repeat it the correct way. Not Helpful 2 Helpful 9. I manage my ex-manager after he was asked to step down and I was promoted. A year on, he thinks he was doing a better job, and has become very negative. How do I keep him motivated and positive?

De-personalize this as much as you can. Stick to their job description and objectives attitude is part of that. Make sure you do regular "catch ups" on performance and a more formal review.

If this negativity is starting to affect you and others, then raise it in one of the catch ups. If this continues, raise it again and let HR know. Not Helpful 1 Helpful 6. You need to have authority and show them who is the boss. You do not have to be mean, but you should not let them mistreat you. Not Helpful 18 Helpful What do I do if I know that a team member took a leave on false pretenses?

When accepting the position of a manager, you also take on the responsibility of reporting anyone directly neglecting company time. Furthermore, the policies and procedures were most likely jeopardized, as well. Report the issue to the proper administration.

The problem is only going to get worse over time. Not Helpful 0 Helpful 0. How do I keep my teaching staff without leaving? Answer this question Flag as What percentage of time should a manager spend managing their employees?

2) Use video as much as you can.

This series on “Working Remotely” is inspired by “Remote,” the book by the 37Signals guys, and by my own experience working remotely for many years.. We know the benefits of working remotely and what it takes to be a good remote you’re a good candidate, your employer is on board, and you’re ready to work from home. DO allow people to work from home. Most of my clients allow some type of work-from-home option for their employees. So, get with the times – you have to do this too. With more business owners allowing employees to work from home or satellite offices, the need to make sure those workers stay on task and productive is growing. From the employee's perspective.