Author: Samson Kiarie

5 Levels of Remote Work: A Road Map to Remote Work Maturity

The benefits of remote work are apparent. From a more engaged workforce to reduced overhead costs, working from home has a lot to offer employees and employers alike. With the benefits in mind, it’s easy to see why remote work is becoming increasingly popular.  

According to a report by Global Workplace Analytics, the number of people working from home at least part-time has grown by 115% since 2005.  The number of remote workers is projected to grow by the year. 

For businesses that are getting started, remote work transforms and flourishes the more you do. In other words, it undergoes different stages, and knowing which stage your business is at can be helpful. In this article, we will look at the many stages that most businesses go through when transitioning to working remotely.

When it comes to remote work, few companies do it better than Automattic, the company behind WordPress, which powers 43 percent of all websites on the internet. The content management system (CMS) provider is behind one-third of the internet.

A step at a time and project-by-project, Automattic is indeed making the ‘web a better place,’ to quote its slogan. The company has found success through remote work. In one of the interviews, Lori McLeese, global head of HR at Automattic said, “Automattic started from the onset as a distributed company.”

The 5 Levels of Remote Work According to Matt Mullenweg of Automattic

Having practiced remote work for years, even before its Covid-19 boon, the company knows the nuts and bolts of the model. As its founder opines,  “130 of Automattic’s 150 employees work outside of our San Francisco headquarters. Why are so many companies stuck in this factory model of working?”— Matt Mullenweg, WordPress

Stages of Remote Work

Matt Mullenweg, the founder of Automattic, acknowledges these five levels of complexity when it comes to remote teams:

1. Level Zero: No Remote Policies 

Level zero of remote work is the Wild West of telecommuting, where there are no rules or regulations in place for telecommuting. This level is more or less a traditional work structure, which has been the most prevalent work arrangement and dominant model for most businesses. At this stage, companies have no remote work policies in place. 

Businesses at this level have just been introduced to the concept of working from home and have no idea what worked and what didn’t. They have no remote work policy in place. As a result, employees are expected to be in the office during traditional working hours and work is done primarily in person. 

If recent statistics is anything to go by, 44% of businesses that are practicing remote work are in this stage. 

2. Level One: Remote Unfriendly 

Change is inevitable, but it can be difficult. When a business is introduced to the concept of remote work, the process of transitioning from a traditional work structure can be daunting. The business may decide to test the waters and try to implement some policies and processes for working from home as they figure out how to make remote work part of the company culture. 

However, these remote work policies may be restrictive and unwelcoming. They may perceive that by making working from home difficult, their employees will be forced to come into the office. 

At this level, the company is not hostile to telecommuting, but it’s not very friendly either. Management may be unwilling to let employees work from home and may even see it as a threat to their authority. There may also be a lack of communication or cooperation between management and employees when it comes to working remotely.

Employees may work from home on an ad hoc basis, but there is no official policy in place. This can be due to a number of reasons, such as management’s unwillingness to let employees work from home or a lack of understanding about the benefits of remote work.

3. Level Two: Recreating The Office Online 

Remote work is the future of work, and when businesses recognize this, they become open to the idea of recreating the office online. At this level, the company starts to embrace remote work, but with some restrictions. Management may allow employees to work from home, but they still need to be physically present in the office. 

This can be due to a number of reasons, such as a lack of trust in employees or the belief that remote work is only suitable for certain types of jobs. Employees are expected to be online during core hours, participate in video meetings, and use collaboration tools to stay connected with their team. 

4. Level Three: Adapting to Telecommuting 

When executed effectively, remote work has the potential for success. As the organization realizes the benefits of a more flexible work environment and employees become more comfortable working outside of the office, companies begin to fully embrace telecommuting. 

As per key statistics, 40% of employees state that the most significant advantage of remote work is flexibility. Organizations that allow remote work policies have reduced employee turnover by 25% compared to those that do not. 76% of employees are more likely to stick to their employer given some form of flexibility in work hours. 

They start adapting their policies accordingly. Management may begin to allow employees to work from home on a more permanent basis. They are still expected to participate in video meetings and use collaboration tools, but may have more flexibility with their hours. 

5. Level Four: Asynchronous Over Real-Time 

Traditional work structures place a major emphasis on the number of hours put in by their employees. However, in remote work, there comes a stage where the company’s focus is on results, not hours – this is the asynchronous level. 

Employees are given even more flexibility with their hours and may be able to work entirely asynchronous hours. This means that they can work whenever they want, as long as the work gets done. 

At this level, the company has fully embraced remote work and employees are able to work from anywhere in the world. Management has realized that employees are just as productive, if not more productive when working from home. 

And in order to facilitate this, the company has moved away from traditional office hours and is now using asynchronous communication tools such as email, chat, and video conferencing.

6. Level Five: Nirvana 

Imagine a scenario where the company culture and work-life balance are perfect. Employees are given complete freedom and flexibility with their hours and work from wherever they want. 

They are also trusted to get their work done without constant supervision. This is the ultimate goal for most companies moving to a remote work model, and it becomes a reality at the nirvana level. 

In this final stage, businesses have fully embraced remote work and they have created a workplace that is conducive to telecommuting. This means that employees are able to work from home whenever they want, they can communicate with their co-workers through any medium they choose, and they are still able to be productive and efficient.

How Can Companies Navigate The Stages Of Remote Work?

1. Commit To The Transition 

The transition to remote working necessitates decisiveness and clarity at the highest levels of an organization. Overthinking the short-term costs and trade-offs in today’s complicated and fast-changing workforce will have an ultimate cost. 

A company’s remote-work policy should start with a thoughtful analysis of the business and its specific needs. What type of work can be done remotely? What are the compliance risks? How will managers keep track of employee progress and performance? Do we need to reevaluate our job descriptions and performance metrics? 

Once the decision to go remote has been made,  it should be backed by complete commitment. Invest in the long run with top-of-the-line technology that is dependable, expandable, and adaptable. But first and foremost, lay the groundwork.

2. Go All-digital 

It takes more than just using remote work software and digital tools to work in the digital world. It’s about considering new behaviors and ensuring that everyone can use any tech tools without difficulty. To support your digital transformation, it is imperative for an organization to develop a digital culture and mindset—and that starts with leadership.

Leaders must model the way by using technology to work smarter and more efficiently. They should also provide employees with the opportunity to learn new skills and use new tools. The goal is to enable everyone in the organization to be more connected, engaged, and productive.

Remote work will not be successful if companies only focus on technology and tools. The key is to change the way employees work—and that starts with leadership.

3. Establish A Culture Of Inclusion

For a significant change, your company’s shift to remote work must be surrounded by enabling company culture. The trust and support that employees have for each other are essentially what holds a scattered virtual workplace together.

According to a Gartner survey, maintaining corporate culture is the most pressing concern for 30% of business leaders when it comes to managing a remote hybrid workforce. 13%  of respondents expressed concern about achieving parity between the in-office and remote experience, and another 13% expressed concern about being able to maintain a consistent employee experience.

4. Keep Your Employees Engaged 

The most significant changes are likely to happen at the individual level. Individuals at all organizational levels must commit to minimizing the isolation of remote work. As per statistics provided, employees who work from home are 16 percent less likely to agree that management includes them in the goal-setting process. 

Recognizing that one of the most difficult challenges for remote employees is communication, it’s no wonder that most of them feel they are not involved in setting goals, which ultimately makes them feel not engaged. 

Encourage employees to set up regular check-ins with their managers and team leads. These can be done through video conferencing, phone calls, or even instant messaging. The key is to make sure that everyone feels like they are part of the process and that their opinions and ideas are valued. 

Gallup research indicates that engaged employees perform significantly better. They can portray 21% higher profitability, 41% less absenteeism, and 40% fewer quality defects.

Understand Where Your Business Stand 

Although remote work has many benefits, it is not without its challenges. Before transitioning, organizations should consider the potential remote work challenges and take steps to mitigate them. 

By understanding the different stages of remote work, organizations can better manage the transition and ensure that their employees are able to successfully work from home. You should also implement remote work best practices to further streamline the transition. This, in turn, will lead to a more engaged and productive workforce. With the right mindset, remote work can be a success for any organization.

Remote Work Challenges: 7 Remote Work Hurdles and How to Sidestep Them

Work has drastically evolved in recent years, and it continues to change at a breakneck speed. As a result, firms of all sizes have been compelled to quickly adapt and restructure their business models. In many cases, this has necessitated a shift from traditional office-based work to remote work.

It, therefore, does not come as a surprise that more and more businesses are encouraging their employees to work remotely. Since 2005, the number of people working from home has surged by 140 percent according to Global Workplace Analytics. 

While a remote work model has its perks, it also poses some challenges – both for business managers and employees. In this article, we’ll discuss some of the most common remote work challenges and how to overcome them.   

What Are The Challenges Of Remote Work?

When done correctly, remote work can be an incredibly rewarding experience. However, there are a number of challenges that come along with it. 

Challenges Employees Face:

Here are the top challenges and the best practices you can use to overcome them:

1. Distractions at home

With so many potential distractions when working from home, it can be easy for employees to get sidetracked by things that are happening around them. From family members to pets to general household chores, there are a number of things that can pull an employee’s focus away from their work.

Statistica conducted a study about the obstacles of working remotely in 2020. According to the survey, handling at-home distractions is one of the most difficult aspects of working remotely for 47 percent of respondents.

To overcome this challenge, set clear expectations and guidelines for employees regarding what is considered acceptable behavior while working from home. It’s also important to provide employees with the tools and resources they need to minimize distractions, such as noise-cancelling headphones and separate workspaces.

3. Loneliness

When you’re used to working in an office, it can be quite jarring to suddenly be working remotely. One of the biggest challenges that people face when working remotely is loneliness. 

This is because you no longer have the opportunity to interact with your co-workers on a daily basis. This feeling of isolation can quickly lead to loneliness. As per the 2022 State of Remote Work report, 24% of remote employees face the challenge of loneliness. 

To combat this, encourage employees, through provisions in your remote work policy, to connect more with their co-workers. They don’t have to be physically in the same place. Social media, group chats or virtual coffee meetings can help alleviate isolation, preventing loneliness from creeping in. 

Additionally, encourage the extroverts in your remote team to work from a co-working space nearest to them. Co-working spaces provide the social interaction these employees crave, which can help the feeling of isolation dissipate.  

3. Overworking

The line between work and home can often become blurred when working remotely. The lack of the physical separation of an office can make it an obstacle to delineating between work life and home life. Consequently, many remote workers find themselves working longer hours and taking less time off, which can lead to burnout.

The most prevalent challenge remote employees face, according to Buffer’s 2019 State of Remote Work report, is unplugging after work, which 22 percent of respondents claimed they face.

Furthermore, in a 2022 study by Statistica, 25% of respondents said that being unable to unplug was their main challenge when working remotely. Because the majority of individuals who work from home don’t have a dedicated workstation, they have a conflation of their workspace and their living space. 

To avoid this, it’s important to set boundaries between work and home. This can be done by creating a designated workspace, setting regular office hours, and taking scheduled breaks throughout the day. Additionally, it’s important to make sure that you’re taking time off when you need it — and don’t feel guilty about doing so.

4. Staying motivated

Motivation can be a challenge for any employee, but it can be even more arduous for those who are working remotely. When you’re not in an office surrounded by co-workers, it can be easy to lose sight of your goals and become less driven. 

Having all employees working under the same roof in an on-site setting can help to create a sense of camaraderie and motivation. However, the sense of togetherness can quickly vanish if an employee is always working alone from home. 

When an employee can feel the presence of his/her teammates, it can be difficult to stay motivated. As per  Buffer’s 2019 State of Remote Work report, motivation is a struggle for 21% of remote workers. 

There are a number of ways to stay motivated when working remotely. One way is to connect with other remote workers and create a sense of community. Additionally, it’s important to set clear goals and deadlines and to reward yourself for meeting them. 

Employees have a 2.8 times higher probability of being engaged when goals and accountability are explicit, according to research. Positive outcomes are more likely to emerge when staff work together to create clear goals.

Challenges Business Managers Face:

1. Communication Breakdown

Since remote work relies heavily on communication, any breakdown in this area can quickly lead to a number of unforeseen challenges. When a manager doesn’t communicate effectively with employees, it can lead to a loss of productivity, miscommunication, and hig turnover. 

According to the 2022 State of Remote Work report, collaboration and communication are a challenge for 17% 

There are a number of ways to deal with communication issues, including:

• Investing in the right communication tools is critical for any business with remote employees. This could include video conferencing software, group chat platforms, and even project management tools.

• Establishing clear guidelines and expectations regarding communication, such as how often employees should check-in and what type of information should be communicated.

• Ensuring everyone is on the same page by holding regular team meetings (either in person or via video conference) to discuss any updates or changes.

• Managers should make an effort to over-communicate with employees to ensure that there are no misunderstandings.

• Setting up clear communication channels and protocols that all employees can follow.

2. Technology Issues

When working remotely, technology can be your best friend — or your worst enemy. On one hand, it allows you to connect with co-workers and customers from anywhere in the world. On the other hand, it can be unreliable, which can lead to a number of challenges.

Some common technology issues that remote workers face include:

• Difficulty connecting to video conferencing tools
• Poor internet connection
• Issues with collaboration tools
• Security concerns
• Software compatibility issues

According to a global poll conducted by Riverbed, an IT company, in June 2020, 94 percent of CEOs claimed that technology issues had impacted their organization and staff while they worked remotely. The four main issues that remote workers encounter, according to survey respondents, are poor quality video for meetings, getting disconnected from corporate networks often, slow response time for apps, and slow file downloads.

To overcome these challenges, it’s important to have the right remote work software stack in place. This includes having a strong internet connection, using secure collaboration tools, and having a backup plan for when technology fails. Additionally, it’s important to stay up-to-date on the latest technology trends and developments.

3. Time Zone Differences

Remote work has opened up a whole new world of opportunity for businesses by allowing them to hire talents from any part of the world. However, with this newfound freedom comes the challenge of time zone differences.

When you have employees working in different time zones, it can be difficult to schedule conference calls, video meetings, and other forms of communication. Furthermore, keeping track of deadlines and ensuring that all employees on the same page can be difficult.

Researchers from Boston University and Harvard Business School argued in the Harvard Business Review for a reduction in modern “meeting madness.” It’s quite typical in today’s work culture to spend a whole day in meetings. As a matter of fact, managers can spend up to 23 hours per week in meetings.

While time zone differences can create some challenges when working remotely, there are a number of ways to overcome them. One way is to use a tool like Google Calendar, which can help you keep track of events and deadlines in different time zones. 

Additionally, it’s important to be aware of the different time zones of your co-workers and ensure that you’re taking them into account when scheduling meetings and deadlines. You should have clear protocols in place for deadlines and project management.

Learn From The Best…

One company that has successfully overcome the time zone challenge despite being fully remote is Zapier. Zapier has always worked in multiple time zones as a distributed team. 

It began in the United States and today in 17 time zones spanning 24 countries and has done so for the past eight years. This company relies extensively on Zoom video conferencing for communication, with such a huge and geographically dispersed crew. 

Prior to Zoom, Zapier explored Google Hangouts and another service, but they could not manage huge groups of video conference users at the same time. Zoom, on the other hand, did not disappoint. Its performance has been flawless and has helped them keep their culture alive.

Understand These Challenges to Find Proactive Solutions

The challenges of working remotely can seem daunting, but they can be overcome with the right mindset and approach. By being aware of the challenges, you can put systems in place to avoid or mitigate them.

Additionally, staying up-to-date on the latest trends and developments in remote work can help to ensure that your business is prepared for the future. With the right tools and protocols in place, you can successfully navigate the challenges of working remotely and reap the benefits of this growing trend.

Managing Remote Work: Tips and Best Practices For Effective Remote Team Management

The emergence of remote work is one of the most significant changes in the workforce in recent years. Employees can now work from anywhere in the world owing to technological advancements. 

As per a Gallup poll, 43% of American employees worked remotely at least part of the time in 2016, up from 39% in 2012. But can a business manage remote work in a manner comparable to their prior ways of managing on-site work? Likely not.

As you adopt the remote work model, the necessity for new policies and procedures becomes apparent. You must be willing to adapt the way you envision work in order to traverse the shifting terrain of remote work successfully. 

Having a framework in place to manage remote work is, therefore, vital. This article will explore ways to manage remote work for a business to be successful.

Best Practices To Manage A Remote Team

If you’re getting started, here are the things you should do to achieve successful remote work: 

1. Hire The Right People

Remote teams are only as successful as their members’ skills and expertise. For this reason, it’s vital to find individuals who are skilled in their field and have the ability to work independently and be self-motivated.

When hiring remote team members, make sure to screen them properly. Some of the questions to ask when evaluating remote employees include: 

• Has the candidate worked remotely before? What challenges do they anticipate while working remotely? 
• What are their skills and expertise? Are they fit to fill vacant positions? 
• Why do they want to work from home? 

Beyond these questions, make sure the employees you’re hiring are culturally fit. This is important because employees who identify more with their organizations experience greater job satisfaction. In addition, the employees are more committed, perform better and are more likely to stick by. 

Employees who are dissatisfied with their positions or do not desire to be part of the team will simply not be the proper fit. For this reason, while working remotely, employing the appropriate people can make a tremendous impact in team management and is something worth investing more effort in.

2. Comprehend The Challenges Of Remote Work

Understanding what difficulties you’re prone to as a remote or hybrid workforce manager will help you prepare to sidestep them effectively. As the saying goes, to get the solution to anything, you have to acknowledge and understand the root of the problem. Remote work is no exception. 

A few of the more common Remote work challenges that tend to come up are:

• Isolation and loneliness among team members: Working remotely might be extremely disorienting for employees that are used to working in an office. This sense of isolation can rapidly turn into loneliness. According to the 2022 State of Remote Work report, loneliness is a challenge for 24 percent of remote employees.

• Lack of motivation or engagement: Motivation can be difficult for any employee, but it can be especially difficult for those who telecommute. When you’re not in an office among coworkers, it’s easy to get caught up in an unproductive routine and become less motivated. 

Employees who work remotely are not continuously surrounded by colleagues who are pursuing similar goals, which is why they are prone to demotivation. According to Buffer’s 2019 State of Remote Work report, 21 percent of remote workers struggle with motivation.

• Technology issues: According to a global poll done in June 2020 by Riverbed, an IT business, 94 percent of CEOs reported that technology concerns have harmed their organization and workers while they worked remotely. 

As per study respondents, the four biggest challenges that remote workers face are poor quality video during meetings, frequent disconnections from corporate networks, slow reaction time for applications, and file downloads that are slow.

• Attendance and productivity issues: One of the most difficult things about managing a remote team is not being able to see if they are working or not. It can be challenging to tell if an employee is slacking off or taking too many breaks when you’re not in the office with them. 

Trust is, therefore, an important factor in managing a remote team. According to the Wrike 2018 State of Work Report, 36 percent of respondents said that trust is the biggest challenge when working remotely.

Success is a consequence of preparation, so comprehending these challenges will help you be better equipped to manage them when they occur.

3. Equip Your Team With The Right Tools

A remote team can’t function without the right tools. By ensuring your team has access to the best technology and communication platforms, you’re setting them up for success. Remote work software enables them to work productively and efficiently. A few examples of such tools are:

• A project management tool like Asana or Trello
• A messaging platform like Slack or Zoom
• An email client like Gmail or Outlook
• An online storage platform like Google Drive or Dropbox
• A time tracking tool like Toggl or RescueTime

As per Quantum Workplace remote work statistics, when provided the correct equipment and technology, remote and hybrid employees have the highest output and engagement, with 77 percent of remote employees reporting higher productivity.

Furthermore, remote employees who believe that they have the equipment and technology to work from home are twice as likely to be engaged. Eighty-one percent of hybrid employees are very engaged, while 78 percent of remote employees are. 

4. Establish Precise Productivity Benchmarks

Productivity can only be accurately measured when there is a clear understanding of what the benchmarks for success are. These benchmarks need to be communicated to all team members to ensure everyone is on the same page.

A manager ought to also be aware of their team members’ day-to-day tasks and objectives to measure productivity. This can be done by setting up regular check-ins or using a project management tool like Asana that allows managers to progressively see what everyone is working on.

By having these benchmarks in place, you will be able to measure your remote team’s productivity more accurately and identify any issues that might be impeding their progress. In remote work, the output becomes the indicator for productivity.

5. Enforce Clear Communication Channels

With a remote team, communication is key. You need to ensure that you’re communicating effectively and efficiently in order to avoid any confusion. Collaboration is key to the success of any team, but it can be more difficult to achieve when team members are not physically present with one another. 

Collaboration and communication are a challenge for 17 percent of remote workers, per the 2022 State of Remote Work survey. As a result, it is important to encourage and promote collaboration among team members, and one way to do this is to ensure that communication channels are clear. The more employees feel they can freely communicate with you, the more at ease they will be. 

It’s easy to feel left out when working remotely, and many people find it difficult to strike up a discussion in such work settings. Having many communication channels available makes everyone attain a sense of belonging and makes them feel that employers are there to respond to queries when they arise.

6. Create A Positive And Engaging Work Environment

Establishing a positive work atmosphere is vital for any team, but it is more critical for remote teams. You can make your team feel more connected and driven by creating a conducive work atmosphere.

Employees are more likely to be productive and engaged when they feel valued. There are numerous methods to demonstrate your appreciation for your team’s efforts, such as providing them bonuses or simply taking the time to provide positive feedback.

You can also foster a more favorable work atmosphere by ensuring that business culture is upheld even when team members work remotely. This can be accomplished by holding regular social gatherings or video chats, commemorating birthdays and work anniversaries, or checking in on a personal level with staff.

Implementing these things will not only make your team feel appreciated, but it will also create a more positive and engaging work environment that will promote productivity.

7. Encourage A Healthy Work-Life Balance

Working remotely can often lead to a blurring of the lines between work and life. As a manager, it’s important to encourage your team to take breaks, step away from their work, and have a healthy work-life balance.

One way to do this is to set clear boundaries between work and personal time. Let your team know that you respect their personal time and that they should not feel obligated to work outside of business hours unless it is absolutely necessary.

You can also promote a healthy work-life balance by being considerate of your employees’ family and personal obligations. Be reasonable and accommodating if someone has to take a sick day or take time off for a family issue.

You will not only make your staff happier and more productive by supporting a healthy work-life balance, but you’ll also minimize turnover and enhance retention. According to a TINYpulse survey, employees who have a solid work-life balance have a 12 percent higher likelihood to remain with their employers compared to their peers who don’t have such a balance in their lives.

What Tools Will Help You Manage Your Team Remotely?

A remote team necessitates different tools to manage than an on-site team. You need to have clear communication channels and project management tools in place so that everyone is on the same page, working towards collective goals. Here are a few essential tools for managing a remote team:

1. Communication and collaboration

• Slack: Slack is a cloud-based set of proprietary team collaboration tools and services. It provides instant messaging, file sharing, and collaboration features with threaded conversations. It’s a great way to keep everyone in the loop and simplify complex projects by breaking them down into smaller tasks that can be assigned to specific team members.

• Microsoft Teams: Microsoft Teams is a communications platform that includes chat, video calling, and file sharing. It’s a great way to stay connected with team members and have all of your communication in one place.

• Zoom: Zoom is a video conferencing tool that allows you to have face-to-face meetings with team members, no matter where they are. It’s a great way to stay connected and build relationships with remote team members.

2. Document sharing

• Google Drive: Google Drive is a cloud-based storage solution that allows you to store and share files. It’s a great way to keep everyone on the same page and ensure that everyone has access to the most up-to-date versions of documents.

• G-Suite: G-Suite is a set of productivity tools from Google that includes Gmail, Calendar, Drive, and more. It’s a great way to manage email, documents, and scheduling for a remote team.

3. Project management

• Basecamp: Basecamp is a project management tool that allows you to create and assign tasks, set deadlines, and track progress. It’s especially useful for remote teams as it provides an easy way to see what everyone is working on and how it fits into the bigger picture.

• Trello: Trello is a Kanban-style project management tool that allows you to create and assign tasks, set deadlines, and track progress. It’s a great way to visualize complex projects and see how everyone is working together.

• Asana: Asana is a project management tool that allows you to create and assign tasks, set deadlines, and track progress. It’s especially useful for remote teams as it provides an easy way to see what everyone is working on and how it fits into the bigger picture.

4. Productivity

• RescueTime: RescueTime is a productivity tool that allows you to track how you spend your time. It’s a great way to see where you can improve your productivity and make sure that you’re using your time wisely.

• Toggl: Toggl is a time tracking tool that allows you to track how you spend your time. It’s a great way to see where you can improve your productivity and make sure that you’re using your time wisely.

• Evernote: Evernote is a note-taking tool that allows you to capture and organize ideas. It’s a great way to keep track of your thoughts and ideas, and it’s especially useful for remote teams as it allows you to share notes and collaborate on projects.

Manage Your Remote Teams Successfully

Managing remote work can be a challenge, but it can also be a successful endeavor for both employees and employers. The right tools and protocols can be fundamental in helping you create an effective system to manage remote teams.

By following the tips in this guide, you can set up a system that enables your employees to be successful while working remotely. You may need to make some adjustments in the beginning, but with careful planning and execution, your remote team can be just as productive – if not more so – than an office-based team. So don’t hold out; go manage your team successfully!

Hybrid Remote Work: Meaning, Characteristics, and Best Practices (Complete Guide)

When Covid-19 struck, it imposed remote work on companies, including those that had no flexible work policies. Remote work became the new norm, and 

while the new model brought overwhelming success, some companies aren’t ready to completely abandon the office. As a result, the hybrid remote work model is catching on in the world of work. 

In this article, we’ll explore the concept of hybrid remote work: what it is, how to make it work for you, and the pros and cons of this model of work. We’ll delve into the nuances and pitfalls of the growing trend to help you get off on the right foot in your remote work journey. 

First things first: 

What Does Hybrid Remote Work Mean?

The word hybrid means a thing made by fusing two different elements. In this case, our elements are office work and remote work. That means, hybrid remote work, also known as part-remote work, is a mix of working remotely and in an office. In other words, hybrid remote work offers the best of both worlds.

Harriet Molyneaux — managing director at HSM Advisor — depicts the world of work on a spectrum. At one end, is a model where everyone works in an office, nine to five, with time and location restrictions. At the other end, is a full remote work model where employees work from anywhere around the world anytime. She opines that a hybrid work model is anything that sits in the middle of that spectrum. 

Put precisely, in a hybrid work model employees work from home a few days a week and spend part of the week in an office. There’s no consensus on the number of days an employee should work from home versus in the office. However, 68% of executives claim an employee should spend at least three days of a work week in an office to maintain the company culture. 

That rule isn’t written in stone, though. The optimal balance of work days at home vs in an office depends on your workforce, nature of work, industry and other overriding factors.

As a business owner, a hybrid remote work model allows you to build a distinct company culture in an office setting. It also removes the friction and eases the transition from traditional office work to remote work. 

Take a Leaf Out of Apple’s Book

Apple is one of the companies adopting the hybrid remote work model. Starting September 2021, the company implemented a hybrid system where employees would be required to get into the office on Thursdays, Tuesdays, and Mondays. 

They would then have the option to work remotely on Wednesdays and Fridays. The company initially provided two weeks of remote work every year but has now increased that to four weeks. This offers the employees a chance to experience both remote and in-office work.

What Are the Differences Between Hybrid and Full Remote Work?

The main difference between hybrid and full remote work is that, in a hybrid model, employees have the option to work from an office as well as from home or any other location. In a remote working model, on the other hand, employees are not tied to an office and can work from any location they choose.

Another key difference is that, in a full remote mode, all employees are typically located in different places. This can make it more difficult to build a cohesive team culture. In a hybrid model, some employees will be in the office, which can help with team bonding and collaboration. 

Team meetings are also different for hybrid and remote models. In a hybrid work model, team meetings can happen in person or over video conferencing, depending on the preference of the team. In a remote model, all team meetings are typically held over video conferencing.

What Are the Benefits of a Hybrid Workplace?

There are several benefits of a hybrid remote work for both employers and employees. Some of the benefits include:

Benefits For Employees

More Flexibility for Employees

As mentioned earlier, a hybrid model offers the best of both worlds: the flexibility of working remotely with the option to come into an office if needed. Employees have the flexibility to work from anywhere, whether that’s at home, a coffee shop, or the office, and can design their work schedule to suit their needs.

Employees have more control over their work schedule and can design a schedule that works for them. They can also take advantage of working from home when they need to, for example, if they have a sick child.

Better In-Person Connection

Even though a fully remote model boosts productivity, it has a caveat: it can be a breeding ground for loneliness. When an employee is working remotely they can’t feel the presence of their coworkers around them: which precipitates loneliness.

Recent studies show that 24% of remote workers struggle with loneliness. Thankfully, a hybrid remote work model can be the perfect remedy for this ordeal. Allowing employees to work in the office some days of the week boosts in-person connection, which in turn helps dispel the feeling of loneliness. 

Helps Hone the Skills of Junior Workers

Setting up your team to work entirely from home deprives the least experienced employees the opportunity for in-person guidance. With a hybrid model, you can create a schedule that lets junior staff meet their seniors in the office.

This way, the least experienced employees will have the opportunity to pick the brains of those who have been in the craft for a long. The accelerates employee growth and development and at the same time remedies the siloed knowledge problem that many companies face. 

 Improved Work-Life Balance

A hybrid workplace can lead to a better work-life balance, as employees have more control over their time. They are not always tied to an office so they can choose when and where they work remotely. In other words, have more autonomy over their work-life balance. 

In a LinkedIn study, 86% of respondents believe that hybrid employment will improve their work-life balance. When probed why they chose a hybrid model, 48% said it would make it possible for them to spend equal time on both their professional and personal goals.

Increased Productivity and Creativity

A better work-life balance help employees avoid burnout and improve their mental health. It also leads to increased creativity and productivity. This is because a remote work model lets employees create a workspace and schedule that suits their needs. 

According to a report by Owl Labs, productivity while working remotely from home is better than working in the office. On average, remote employees spend 10 minutes less a day on unproductive tasks and work an extra day a week, which is why they’re 47% more productive.”

Benefits For Employers

Cost Savings

Companies can save money on office space and other costs associated with running an office. These include costs for furniture, electricity, and cleaning. The average annual cost of office space per employee is projected to be roughly $18,000. Having an aspect of remote work in an organization lowers this cost. 

Access to Global Talent

A hybrid workplace can help companies attract and retain top talent, as it offers employees a better work-life balance. More people will want to work for a company that offers the flexibility to work from home sometimes.

What Are the Challenges of Implementing Hybrid Remote Work?

There are a few challenges that need to be considered when implementing hybrid remote work. Some of the hybrid remote work challenges for employers include:

Loss of office camaraderie and social interaction

One of the challenges for employers is the potential loss of office camaraderie and social interaction. When employees are working remotely, they may not have the same opportunity to interact with their colleagues on a daily basis. 

This can lead to a feeling of isolation and loneliness. According to a study by PWC, 87 percent of employees stated that the office is vital for interacting with coworkers and for creating relationships, according to their top priorities.

Technology problems and increased IT support needs

Another challenge for employers is the potential for technical problems and increased IT support needs. When employees are working remotely, they may not have access to the same level of technology and support that they would have in the office. This can lead to frustration and a loss of productivity.

Changes in company culture

Another challenge for employers is the potential for changes in company culture. When part of the workforce is working remotely, they may not be able to participate in the same activities and events that they would in the office. This can lead to a feeling of disconnection from the company.

How Should I Start With the Transition to Hybrid Remote Working?

The transition to hybrid remote working can be daunting, but there are a few best practices you can implement to make the process easier.

First, it’s important to have a clear understanding of what hybrid remote working is and how it will work for your team. Talk to top management about what a hybrid remote work schedule would look like for you and your team.

If you have ideas about how you would like to structure the work model, be sure to share those with your manager as well. From there, the two of you can work together to come up with a plan that works best. Make sure everyone is on the same page about the goals and expectations of the new arrangement.

Once you have a plan in place, the next step is to start experimenting with different scheduling options. There’s no one-size-fits-all solution, so it’s important to find a schedule that works best for you and your team.

Try out a few different options and see what works best for everyone involved. You can start by working from home one day a week or ‘core working hours’ and see how it goes. If it’s not working for you or your team, don’t be afraid to adjust the plan.

The most important thing is to keep communication open and flexible. With a little bit of planning and effort, the transition to hybrid remote working can be smooth and successful.

Reddit is an example of a company that successfully transitioned into a hybrid model. They were able to face the challenges of the transition to establish a successful hybrid working model in 2020. 

Their goals for this model were to attract outstanding talent by avoiding the need for people to relocate increasing the diversity of their team and increasing staff engagement and productivity. They also wanted to stimulate collaboration and connection, and better manage the current workplace space.

How Can You Make Hybrid Work Successful?

Hybrid remote work isn’t always easy. It can be hard to find the right balance between time in the office and time at home. And it can be difficult to stay connected with colleagues when you’re not in the same place.

Here are some tips to help you make hybrid remote work successful:

Set Up Your Team to be Successful

Successful hybrid remote work starts with a well-organized team. Make sure everyone knows what their roles and responsibilities are. And make sure everyone has the remote work tools they need to do their job, whether that’s a laptop, a second monitor, or a comfortable chair.

Create a Policy For Collaboration

When you’re working remotely, it’s important to have a policy for collaboration. Decide how and when you’ll communicate with each other. Will you use Slack, email, or video conferencing? And make sure everyone knows when they can expect a response.

Set Your Goals and Objectives

Before you start working, take a few minutes to set your goals and objectives and have your team do the same. What do you want to accomplish today? This week? This month? Having a clear understanding of your goals will help you stay on track.

Schedule Regular Check-Ins

When you’re working remotely, it’s easy to feel isolated. Schedule regular check-ins with your team to stay connected. You can use these check-ins to touch base on projects, give and receive feedback, and share what’s going on in your personal life. 

You should also establish communication habits that work for everyone on your team. What’s more, increase the number of times you engage remote personnel. You can do this by scheduling more video meetings, sending more emails, and having more informal conversations.

Create Opportunities For Social Interaction

Just because you’re not in the same place doesn’t mean you can’t socialize with your colleagues. Plan virtual happy hours, coffee breaks, and other social events. And make sure to include remote employees in-office events, like holiday parties and company outings.

Make The Most Out of Hybrid Remote Work

If you are looking for a way to reduce your overhead costs, increase employee productivity, and have a more flexible workforce, then hybrid remote work may be the answer for you. This guide has outlined all of the important things you need to know about setting up and managing a successful hybrid remote work program.

In a hybrid remote work model, employees have the best of both worlds: they can take advantage of the flexibility of working remotely, while still being able to come into the office when they need to. This can be a great option for companies that are looking to transition to a remote workforce but aren’t quite ready to make the jump yet.

Remote Work Software Stack: The Tech Tools Your Team Should Use

As the world rapidly progresses into a more digital era, a rising number of professionals are working remotely. In fact, according to a study by Gallup, 43 percent of Americans work remotely at least some of the time. And that figure is only likely to rise.

So what does this mean for your business? It suggests that as a business manager, you should make preparations for a remote future. One way to do that is to build or update your remote work software stack. 

This article will outline a complete software stack for managing a remote workforce. We will discuss recruitment software, communication tools, collaboration, payment processors, and more!

What Tech Stack Do You Need For Your Remote Workforce?

Here are some vital remote work tools:

1. Recruitment Software

The greatest asset of a company is its people. Attracting and hiring the best talent is essential for any business, but it can be a challenge – especially if you’re looking to hire remote employees. This is where recruitment software comes in.

The first piece of software you will need is a recruitment solution. This could be an Applicant Tracking System (ATS), a Human Resources Information System (HRIS), or even just a good ol’ spreadsheet. The crucial thing is that you have a system in place for tracking and managing job candidates. This will help you find the best candidates for your open positions, irrespective of location.

There are a number of excellent recruitment software options on the market, each with its own set of features. Some popular options include:

• JobVite: JobVite is a cloud-based recruitment solution that helps businesses identify, attract, and hire top talent. The platform offers a variety of features, including job postings, applicant tracking, candidate screening, and more.

• Greenhouse: Greenhouse is another popular recruitment software platform. Greenhouse offers many of the same features as JobVite, such as applicant tracking, candidate screening, and job postings. In addition, Greenhouse also offers a feature called “Greenhouse Scorecards” which allows managers to evaluate candidates based on specific criteria.

• Workable: Workable is an ATS and HRIS that helps businesses post jobs, track applicants, and manage employee information. It offers a variety of features, including applicant tracking, candidate management, job postings, and more.

• iCIMS:  iCIMS is a cloud-based recruitment software platform that helps businesses attract, hire, and onboard top talent. It offers a variety of features, including applicant tracking, candidate screening, onboarding, and more.

2. Communication Tools

Effective communication is key to any successful business – remote or otherwise, which makes it the next piece of the puzzle. After all, how can you manage a remote team if you can’t communicate with them. 

In order to manage a remote workforce effectively, clear and consistent communication is essential. There are a number of different communication tools available, each with its own set of features. Some popular options include:

• Slack: Slack is a cloud-based communication platform that helps teams manage conversations and stay connected. It offers a variety of features, including group chat, direct messaging, file sharing, and more.

• HipChat: HipChat is another popular communication tool that helps teams stay connected. It offers many of the same features as Slack, such as group chat, direct messaging, file sharing, and more.

• Zoom: Zoom is a cloud-based video conferencing platform that helps teams stay connected. It offers a variety of features, including group chat, file sharing, screen sharing, and more.

• Google Hangouts: Google Hangouts is a communication platform that helps teams stay connected via video call, voice call, or instant messaging. It offers a variety of features, including group chat, video call, voice call, and more.

• Microsoft Teams: Microsoft Teams is a communication and collaboration platform that helps teams stay connected. It offers a variety of features, including group chat, file sharing, screen sharing, and more.

• GoToMeeting: GoToMeeting is a cloud-based meeting platform that helps teams stay connected. It offers a variety of features, including group chat, screen sharing, and more.

3. Employee Management Software

Managing employees is a crucial part of any business. But when you have a remote workforce, it can be a challenge to keep track of employee hours, vacation days, sick days, and more. This is where employee management software comes in.

Employee management software is a platform that helps businesses manage their employees. It offers a variety of features, including time tracking, vacation tracking, sick day tracking, and more.

Some popular employee management software options include:

• Harvest: Harvest is a cloud-based time tracking platform that helps businesses track time, manage projects, and invoicing. It offers a variety of features, including time tracking, project management, invoicing, and more.

• ClickTime: ClickTime is another popular time-tracking platform that helps businesses track time, manage projects, and invoicing. It offers a variety of features, including time tracking, project management, invoicing, and more.

• TimeDoctor: 

Other than managing your employees, you need software that helps you keep track of their work, manage projects, and collaborate with them. Some popular project management tools include:

• ClickUp: 

• Asana: Asana is a cloud-based project management platform that helps businesses manage projects, tasks, and deadlines. It offers a variety of features, including task management, project management, team collaboration, and more.

• Trello: Trello is another popular project management platform that helps businesses manage projects, tasks, and deadlines. It offers a variety of features, including task tracking, file sharing, team collaboration, and more.

• Basecamp: Basecamp is a cloud-based project management platform that helps businesses manage projects, tasks, and deadlines. It offers a variety of features, including task management, file sharing, team collaboration, and more.

4. Payment Software

Paid employees are the lifeblood of any business. But how do you pay your remote employees? There are a number of different payment processors available, each with its own set of features. Some popular options include:

• Payoneer: Payoneer is a global payment platform that helps businesses pay their employees. It offers a variety of features, including direct deposit, local bank transfer, international wire transfer, and more.

• TransferWise: TransferWise is another popular payment processor that helps businesses pay their employees. It offers many of the same features as Payoneer, such as direct deposit, local bank transfer, international wire transfer, and more.

• PayPal: PayPal is a popular payment processor that offers a variety of features, including online payments, mobile payments, invoicing, and more.

• Stripe: Stripe is another popular payment processor that offers many of the same features as PayPal, such as online payments, mobile payments, invoicing, and more.

• Braintree: Braintree is a payment processor that offers a variety of features, including online payments, mobile payments, invoicing, and more.

4. Dismissal Process

No business is immune to the occasional bad apple. When it comes to managing a remote workforce, dismissal can be a bit more complicated than it is for traditional businesses. There are a number of different software available to assist with the dismissal processes, each with its own set of features.

Employee record management software is a type of software that helps businesses manage employee records. It offers a variety of features, including applicant tracking, job postings, performance management, and more. When it comes to employee dismissal,  this type of software can be a valuable tool, since it provides evidence that acts as grounds for dismissal. Some popular options include:

• Gusto: Gusto is a cloud-based software that helps businesses manage employee records. It offers a variety of features, including applicant tracking, job postings, performance management, and more.

• BambooHR: BambooHR is another popular cloud-based software that helps businesses manage employee records. It offers many of the same features as Gusto, such as applicant tracking, job postings, performance management, and more.

• Zenefits: Zenefits is a cloud-based software that helps businesses manage employee records. It offers a variety of features, including applicant tracking, job postings, performance management, and more.

Remote Work SoftWare Stacks Used By Top Distributed Teams

Different companies use different software to manage their remote workforces. Here is a list of some popular software used by top distributed teams:

Automattic

Automattic is a team-distributed firm with over 1900 employees spread over 95 countries. They are the creators of WordPress.com, Tumblr, Jetpack, Longreads, WooCommerce, and other services.

Given their years in operation, they have had lots of experience selecting the ideal software to operate as a fully-remote organization. The company has even launched Happy Tools, a package of in-house tools designed for businesses with remote or globally scattered staff. 

Management was concerned about how Automattic’s distributed teams strategy would adapt as the firm grew. Automattic’s present set of tools and software is the result of more than a decade of experimenting, with convenience being a crucial criterion for selection.

Here is a list of the software and tools they use:

• Zoom
• Slack
• Wiki
• P2 (a WordPress theme)

Zapier 

Zapier is a completely distributed team, with 300 individuals operating in 27 countries worldwide. Over 2 million people have registered with the company. Since its inception in 2011, Zapier has operated exclusively remotely. 

As Zapier evolved from three founders to over 300 individuals working remotely, they discovered that the three critical ingredients to doing remote work successfully are tools, team, and process. They selected remote work technologies to facilitate communication and to assist their procedures. 

Some tools used by the Zapier team include:

• Slack
• Trello Editorial Calendar board
• Google Docs
• Google Calendar
• Async (an internal tool they built)
• Hackpad
• RecordIt
• Zoom
• Screenflow
• GitHub
• 1Password
• Quip
• HelpScout

Buffer 

Buffer supports over 75,000 customers through a globally scattered staff of dozens of people who live and work in over 15 countries.

Employees receive computers, Kindles, and annual team-wide retreats all through the year for smaller teams. Their technologies solve the issue of transparent, streamlined communication by ensuring that people have access to all the information they require when they require it.

Here is the tools and software used by Buffer:

• Trello
• Speak.io
• Wunderlist
• iDoneThis
• Hackpad
• Cloud App
• Jawbone Up
• World Time Buddy
• Notion
• Threads
• Zenefits
• Okta and 1Password
• Timetastic
• Culture Amp
• Slack
• HeyTaco
• Dropbox 
• Calendly

Build An Effective Remote Software Stack

When it comes to managing a remote workforce, the software stack you use is a great determinant of success. The right software can help you manage your recruitment, communication, payment, and dismissal processes with ease. We have covered some examples of some of the best tools and software distributed teams are using to stay connected and productive.

There is no one-size-fits-all solution when it comes to the best remote work software stack. By carefully selecting the right tools for your business, you can create a smooth and efficient workflow that will help you manage your remote employees effectively. Make managing your remote workforce a breeze with the right tech tools.

Remote Work Eligibility Checklist: What Roles Are Conducive to Remote Work?

Remote work can be beneficial for your business and employees. It improves productivity, lowers overhead costs, and gives employees a better work-life balance. However, remote work isn’t for all companies: before you take a dive, you’ve to meet remote work eligibility criteria. 

You have to understand which roles and employees are eligible for remote work. This guide will show you how to assess your eligibility requirements and pinpoint positions and people that can successfully transition to a remote model.

Positions That Are Conducive For Remote Work

Although 98% of your employees would appreciate working from home, you can’t accord the opportunity to everyone. You have to assess which roles or positions can be performed remotely. Examine the position’s requirements and whether working from home will impair an employee’s ability to accomplish their obligations.

Consider letting employees work entirely from home if their roles:

• Are 100% online
• Entail reaching out to customers, prospects or teammates in different countries or cities. 
• Focus on digital communications
• Involve inputting data on a computer

However, with the evolution of hybrid remote work, businesses are giving employees the freedom to discharge some duties from home and accomplish others in the office. Some of the roles suitable for remote work (full or hybrid) include: 

• Translators
• Editors
• Digital marketing professionals
• Travel agents
• Freelance writers
• Registered nurses in telehealth roles
• Tutors
• Accountants
• Consultants
• Digital analysts
• Financial advisors
• Software engineers
• Administrative assistants
• Transcribers
• Graphic designers

Generally, a role is eligible for remote work if letting the employee work from home doesn’t affect their ability to accomplish their responsibilities. Other factors to consider when deciding which positions can transition to a remote workplace include: 

• The role’s responsibilities and whether working from home might hinder an employee’s ability to perform their tasks
• The amount of interaction required with coworkers, customers, or clients.
• The requirement for face-to-face interaction 
• The nature of the work that the employee must complete (e.g., creative vs. analytical)
• The required level of independence and self-motivation
• The ability to complete the job efficiently while working from home.

Staff Eligibility For Remote Work

Not every employee is cut out for remote work. When transitioning to a remote workplace, it’s critical to examine if your employees have the necessary talents and attributes to succeed in a remote environment.

Some of the qualities required for remote employment include:

• The ability to stay organized and manage time effectively. When assessing an employee’s time management skills, consider the following:
  • Their ability to stay on task and avoid distractions while working from home.
  • Their ability to manage their time efficiently.
  • Their willingness to ask for help when needed.

• The ability to communicate and collaborate effectively. When assessing an employee’s ability to communicate remotely, consider the following:
  • The clarity of their written communication.
  • Their ability to stay in touch and provide updates on their work.
  • Their willingness to ask questions and seek clarification when needed.

• The ability to be self-motivated and take the initiative. When assessing an employee’s self-motivation, consider the following:
  • Their ability to stay focused and avoid distractions while working from home.
  • Their ability to work independently.
  • Their willingness to take the initiative and solve problems.

• The ability to focus and avoid distractions
• The ability to adapt to change
• The ability to work with minimal or no supervision

However, not every employee will have all these qualities: some will develop the required skills with time. For example, don’t deny an employee the opportunity to work from home if they cannot work with minimal supervision. The employee will develop the right skills if they have the proper time management and project management tools.

If you’re unsure whether your staff has the skills required for remote work, consider having a trial period. Allow employees who want to work remotely to do so for a specific time, such as two weeks. 

This will allow you to determine whether they can succeed in a remote situation. The success of each employee should be the top factor when determining remote work eligibility.

Remote Workspace Eligibility

Remote work eligibility criteria would not be complete without taking into account the workspace. Remember: each remote employee will be working from a different location and environment. In other words, their workplace and the infrastructure (internet connection, office furniture, devices, etc.) will be different. 

Take into consideration how well-suited the home setup remote employees will be working in. Suppose an employee’s home is not conducive to productive work (e.g., there are young children constantly running around or the internet connection is unreliable). In that case, it’s likely that working from home would not be a successful arrangement.

According to research, people who are happy with their work settings are 16 percent more productive. In fact, 53 percent of employees are less productive when their workplace is excessively cold. When working in a hot environment, 71% claim they are less productive.

Here are some questions to ask when determining if an employee’s home is a good fit for remote work:

• Is the internet connection reliable and fast enough to support video chat/conferencing? This is critical for any remote worker. Without a reliable internet connection, they will not be able to do their job.
• Is the work area free from distractions (e.g. young children, pets)? This is important because they will need to be able to focus on their work. If they don’t have a separate room for work, can they create a space for work only? This might mean setting up a desk in the bedroom or living room.
• Is the work area comfortable and ergonomic? This is important because they will be spending a lot of time in this space, and we want to make sure that they are comfortable.
• Is there access to all the necessary equipment for their job? This includes things like a computer, printer, and phone.
• Is there a quiet place to take phone and video calls? Communication is a vital part of any remote job, and it is best to make sure that they have a place where they can be uninterrupted when talking to clients or colleagues.

If the answer to most of these questions is ‘no,’ then it’s likely that working remotely would not be successful for that employee. However, if the answers are mostly ‘yes,’ working remotely might be worth considering.

Of course, not everyone’s home situation is the same and some people may not have the ideal setup for remote work. But if an employee is open to making some adjustments (e.g., working in a shared space like a coffee shop or library), then it’s worth considering.

Remote Work Policy 

Every functional business understands the need to have rules and policies in writing. This is especially crucial for companies with remote employees or those planning to migrate to a remote workforce. This is where a remote work policy comes in.

A remote work policy is a document that outlines the company’s expectations and requirements for employees who work remotely. It can also include guidelines on how to request and be approved for remote work and how to stay connected with the company while working remotely.

To ensure that your company is prepared for a remote workforce, a few key elements should be included in your remote work policy. Below are some of the most important:

• Eligibility Criteria: To be eligible to work remotely, employees must meet specific criteria. This can include things like being with the company for a minimum amount of time or having a certain job title or position. You will need to decide what criteria you will use to determine who is eligible to work remotely.
• Request Process: The request process should be clear and concise. Employees should know how to submit a request for remote work (day-offs, leaves, etc.) and to who they need to submit it. There should also be a timeline for when requests will be reviewed and approved.
• Approval Process: There should be a transparent process for approving or denying requests for remote work. This can be done by the employee’s direct supervisor, HR, or a designated manager.
• Communication Expectations: Employees who work remotely need to be able to stay in communication with the rest of the team. This can include attending weekly team meetings (via video conference or phone), responding to emails promptly, and being available during certain hours of the day. This can help to prevent misunderstandings and miscommunication.
• Work Hours: There should be guidelines on what is considered regular work hours and how many hours per week employees are expected to work. This can help ensure that everyone is on the same page and that work is getting done.
• Work Location: There should be guidelines on where employees are expected to work from. This can help ensure that everyone is clear on the company’s expectations and that work is getting done in a safe and productive environment.
• Performance Evaluation: Employees should still be evaluated on their performance, even if they work remotely. This can be done through regular check-ins with their manager and through performance reviews at the end of the year.
• Termination Policy: The termination policy for remote employees should be the same as for on-site employees. This means they can be terminated for poor performance, not meeting expectations, or violating company policy.

By incorporating these aspects into your remote work strategy, you can ensure that your firm is ready for a remote workforce. By putting in place a clear and explicit policy, you can help to eliminate misunderstandings and miscommunication and guarantee that everyone is on the same page.

Assess Your Eligibility Today

Overall, there are a few key factors to consider when determining whether or not your company is eligible for remote work. If you have the right positions and staff in place, remote work can be a great way to improve productivity and satisfaction. However, it can be disastrous if you don’t have the right infrastructure or support in place.

By understanding the remote work eligibility criteria, you can ensure that your transition to a remote workplace is smooth and successful. By assessing which roles and employees are eligible for remote work, you can avoid any potential problems down the road. Follow our guide for a successful transition to a remote workplace.

7 Remote Work Challenges Managers Dread and How to Overcome Them

Telecommuting is on the rise. A study by Global Workplace Analytics found that 5.7 million American employees worked from home at least half the time before the pandemic, with 69% of the United States workforce working remotely at the height of the pandemic. This was a 216% increase in regular telecommuting between 2005 and 2019, and this number is only expected to grow in the years to come. 

As a remote manager, it can be difficult to manage a team when you’re not in the same room with them. You can’t just pop over to their desk to talk about a problem or call them into your office when you need something done right away. 

This is why remote managers must confront their fears and learn how to best manage their team from a distance. In this article, we will discuss some of the fears that remote managers must confront head-on and how to best address them.

Why Do Managers Fear A Remote Work Future?

When it comes to remote work, a recent survey revealed a surprising divergence between corporate leaders and their employees: over 44% of executives said they wanted to get back to the office full-time, while only 17% of employees concurred.

The root of the problem is that many managers still view their employees through an industrial-age lens, where workers are considered cogs in a machine. This top-down, command-and-control perspective is why some bosses still see remote work as “skipping out early” or “slacking off.” 

Moreover, Remote work exposes a slew of problems and inefficiencies that managers prefer to avoid since they reflect negatively on their leadership and those they’ve employed. It takes away the ability to appear productive by looking busy at your desk, and it also reveals how many managers and executives don’t make a significant contribution to the bottom line.

Time is ripe for manager to shake off the fear they have about remote work. They need to change their perspective and see remote work for what it is: an opportunity to create a more productive, engaged, and loyal workforce. When done right, remote work can be a game-changer for any organization.

As Shane Metcalf, 15Five claims “Remote work is this incredible invitation to really get good at building inclusive cultures where there’s a wide variety of types of people, and to build a culture where everyone feels included and everyone is experiencing ongoing growth and development on a regular basis. That’s the challenge, and it’s not an easy one. But the business isn’t easy.” 

Fears Remote Managers Must Confront

As a remote manager, you must be willing to confront your fears head-on to be successful. The following are the most common fears remote managers face and how you can overcome them:

1. Remote Hiring 

Hiring remotely is a whole different ball game than hiring in-person. It’s no secret that one of the hardest parts about managing a remote team is finding the right people for the job. With so many talented individuals out there, it can be tough to know where to look or how to even start your search. 

Utilizing their own job search data from June 2019 to June 2021, Glassdoor reported a 360% increase in the number of searches for remote positions during that time frame. Even as pandemic restrictions were lifted, job seekers’ demand for remote opportunities continued to grow.

How do you find the right candidates for a remote job?

• Use strategically crafted surveys and applicant tracking systems: This will help quickly and easily identify which applicants have the skills and experience you’re looking for.
• Ask candidates to submit a video intro:  A video intro allows you to get a better sense of an applicant’s personality, which is essential for remote work.
• Do a trial run: This will give you a chance to see how they work under pressure and if they’re a good fit for the team.
• Hold virtual interviews: Virtual interviews are a great way to get to know an applicant on a personal level.
• Focus on creating a psychologically safe space for candidates: This can be done by using questions that encourage open-ended responses.

2. Onboarding Remote Employees

Even if you’ve found the perfect candidate, there’s still the daunting task of on-boarding them and getting them acclimated to your company culture and values. This can be tricky when you’re not in the same office, but it’s definitely not impossible. 

New hires that have a dismal onboarding experience sometimes feel left out and alienated in their own silos. An estimated 69% of employees have a higher likelihood to stay with an organization for three years if they go through a strong onboarding process. 

Hubspot, for example, has come up with a solid onboarding process for their remote workers. Foundations, HubSpot’s very flexible and remote-inclusive onboarding program, makes sure that all of their new employees receive the foundation they require to succeed. Although they have always had remote onboarding, beginning in March 2020, when the COVID-19 pandemic started, they went completely remote for the new employee onboarding experience. 

3. Talent Retention

Companies are gradually calling their staff back to work now that the post-pandemic era is on the horizon. Many firms are concerned that if their employees are not allowed to work remotely, they will quit.

According to Beqom’s 2021 Compensation and Culture Report, seventy-seven percent of employees say they would switch employment if another firm provided them the chance to work remotely after COVID-19. Seventy-six percent indicated they would quit their current employer if another company offered additional working-hour flexibility.

Image: Graphics design by Jay

To comfort this problem, managers should consider implementing a hybrid remote work model.

A 2021 study conducted by the Harvard Business School found that a hybrid remote work model is the key to talent retention. The study, which was based on data from over 1,500 professionals, found that employees who are given the opportunity to work remotely are more likely to stay with their current employer. 

According to the 2019 State of Remote Work report, remote workers are 13 percent more likely than onsite workers to continue in their current position for the following five years.

4. Communication

Communication is often cited as the number one challenge of working remotely. And it’s no wonder why. With team members in different time zones, or even just out of earshot, there can be a lot of miscommunication.

What are the challenges of remote communication?

• Overcommunication: While it’s important to communicate when working remotely, it can also be overwhelming if there is overcommunication, which can be interpreted as micromanagement.
• Lack of connection and collaboration: With workers being in different locations, it can be difficult to connect and collaborate on projects, and create a sense of team camaraderie.
• Lack of trust:  When managers can’t see their employees working, it can be difficult to trust that they are actually working.
• Miscommunication: The channels of communication are often misinterpreted when working remotely, which is why it’s important to have a clear and concise communication policy.

How do you overcome communication challenges on a remote team?

• Regular video calls or web conferences
• Instant messaging apps
• Project management tools
• Employee social media groups
• Regular company-wide emails

Becca Van Nederynen, Help Scout recommends an interesting remedy. “Remote managers need to consider things like imposter syndrome, communicating intentionally with their remote teams, finding ways to talk about productivity, and communicating in writing rather than face-to-face chats.”

5. Loss of Productivity 

When you can’t see what your team is working on, it can be easy to assume that working from home equals slacking off. It’s difficult to tell if someone is not pulling their own weight or is underutilized. 

A remote work policy can help to alleviate these fears by setting clear expectations and guidelines for employees. The policy should cover all the key performance indicators (KPI) for remote positions. 

The KPI indicators you use to assess remote employees’ productivity should be the same metrics you use to assess in-office employees’ productivity. This guarantees that, irrespective of the work dynamics of your team, clear expectations are in place.

The solution to this challenge is therefore two-fold: first, managers need to set clear expectations for their team’s remote work; and second, employees need to communicate their work and be transparent about their process.

During COVID-19, 51% of respondents in a 2020 FlexJobs survey said they were more productive working remotely, and 95% said productivity was higher or the same when working from home. And, while there are many explanations why performance improved despite the pandemic’s pressures, the following were some of the most common explanations given by respondents for their enhanced productivity:

• Fewer interruptions (68%)
• More focused time (63%)
• Quieter work environment (68%)
• More comfortable workplace (66%)
• Avoiding office politics (55%)

To overcome this fear, Greg Caplan of Remote Year advices remote managers not to fall for the misconception that remote workers are lazy or less productive. Rather, you should focus on build a thriving work relationship anchored on trust. 

Caplan opines that as a manager you don’t need the employee to be infront of you or stare over their shoulder to compel them to worr or be productive. In a remote work setting, you have to exercise some level of trust. 

Create tasks, set the goals for each tasks and make clear the deadlines. Assign the tasks with clear instructions and nudge the employees to get everything done. With time and trust, majority of your remote employees will develop a knack for getting more work done. 

6. Information Security

With people accessing systems from their homes or different locations, using their personal computers or phones to work, data security is a concern. Many managers, understandably, are concerned about the protection of their company’s information and intellectual property.

Managers can alleviate these fears by implementing steps to improve cybersecurity. These include: 

• Encrypt your data:  Use encryption to protect your data in transit by using tools like SSL or TLS.
• Implement two-factor authentication: Use two-factor authentication to add an extra layer of security to your data.
• Train your employees: Educate your employees on the importance of data security and best practices for data security and privacy.
• Create a remote work data access policy: Clearly state what is and is not allowed in terms of accessing company information from personal devices.
• Use secure remote access solutions: Use VPNs or other secure remote access solutions to protect company data.

7. Loss of Culture

In a traditional office setting, culture is built organically through day-to-day interactions and bonding experiences. But when you’re managing a remote team, those organic opportunities for building culture are few and far between. As a result, it can be easy to lose sight of your company’s culture and what makes it special.

There are a few ways to combat this:

• Frequent check-ins: Have regular one-on-one meetings or team calls to keep everyone updated on company news and events.
• Encourage social interaction: Use chat platforms or video conferencing to encourage social interaction among employees.
• Create bonding experiences: Plan virtual happy hours or social events that employees can participate in from home.
• Keep an open line of communication: Make sure employees feel comfortable coming to you with any questions or concerns.
• Use collaboration tools: Use tools like Google Hangouts or Slack to facilitate collaboration and communication.

Fear Remote Work No More -Its Benefits Outweigh The Risks

A remote work model can be a successful and rewarding experience for both the manager and the employee. However, the possibility of decreased employee productivity and an increase in communication costs are two key factors that could lead to a reluctance among managers to adopt remote work policies. However, these concerns should not be viewed as insurmountable obstacles, but rather as challenges that can be addressed through effective management strategies. 

In order to realize the many benefits of a remote work future, both employers and employees must be willing to make some changes. Managers need to become comfortable with relinquishing control over their employees’ working conditions. 

Employees, on the other hand need to be more self-motivated and disciplined when working from home. By taking advantage of technology and using effective communication strategies, remote managers can successfully lead their teams from a distance.