A growing number of employees nowadays work remotely. This is possible due to advancements in technology. The rewards are many for both employee and employer. Employers can spend less money as they have less people that need space in the workplace. Employees that work remotely are often more productive; they spend less time commuting, and they have the flexibility to adjust their work around their life instead of working 9 hours straight, which can cause burnout.
Remote Worker Challenges
Remote workers and contractors do present at least one significant challenge to employers: It can be difficult for employers to effectively monitor the hours that their workers are putting in. How do employers know, after all, if their remote personnel are pounding away at their keyboards or playing Angry Birds on their smartphones all day?
One easy way to keep track of the amount of work being completed by remote workers is to set sensible goals that they need to hit. This puts the focus on the results and keeps the manager from worrying about it, so long as the goals are being met. This also gives the employee liberty to work within the hours they are most effective.
Setting Remote Worker Deadlines
Employers might tell their remote workers that they have to turn in a certain amount of work every Wednesday and Friday. This will make sure that remote employees are carrying out their work. Employers might also schedule regular updates by phone, video chat, or through instant messaging, during which workers can explain how far along they are with particular tasks. Some employers may prefer to require that their remote workers spend at least one day a week, or two days a month, on site. This gives these workers face time with their managers, something which helps everyone stay focused on upcoming deadlines and goals.
Off-Site Not a Permanent Condition
Working remotely requires personal discipline and good time-management skills. People who are chronic procrastinators may not perform best remotely. If employees aren’t hitting deadlines, or are turning in sub-par work then off-site working doesn’t have to be a permanent privilege. For remote working to be successful there has to be trust between the employee and the employer. To maintain this trust the employee must hit their deadlines and the employer needs to be focused on the results.