Top 10 Ways to Recognize Remote Workers

Top 10 Ways to Recognize Remote Workers

By Roy Saunderson

This winter, record-breaking snowstorms proved the value of telecommute workers and cleared the path for them to stay. Our remote workers saved the day through the continuity of their work efforts which kept virtual deliverables on schedule. But managing people who work at a distance is a far different situation than managing those we work with in person. Rather than trying to manage a remote worker the same ways as you would someone in the next office, try these top 10 ways to build trust, inspire confidence and recognize your remote employees.

1. Keep everyone connected. Make it easy for on-site colleagues to get in touch with remote workers. Telephone systems, instant messaging, Skype, and voice calling over internet applications enable remote workers to feel connected and a part of the team.

2. Recognize expectations met. Remote workers that consistently meet deadlines and expected levels of performance should be recognized as valuable assets for their focused dedication. Make time to quickly phone them or leave after work voice mails to specifically praise them for their dependable track record.

3. Encourage transparency. Remote worker doesn't mean relaxed worker—but to be sure the on-site team players don't get confused—encourage those off-site to be open and honest regarding their schedules. Support remote workers personal needs with family and life by developing transparent sharing of schedules and appointments. When the entire team knows how to reach them, and what their general available and unavailable times are, it will build trust with the rest of the team who are used to more traditional work schedules.

4. Get information out at lightning speed. Ensure your remote team members not only have access to the same formal and informal sources of information as their colleagues in the office but that they even get it before the internals do.

5. Schedule weekly conversations. Remote workers are often reluctant to seek help from their managers, human resource experts, or external sources. Set up a regular day and time to discuss workloads and assignments, ask and answer questions and concerns to maintain an open line of communication.

6. Offer time management training. The greatest challenge for remote workers is balancing priorities to get tasks completed. This training should include the unique challenges of dealing with family, friends, and unusual interruptions; and the feelings of guilt associated with working excessive hours.

7. Declare weekends free. Create clear guidelines and expectations regarding response to e-mails and assignments on weekends. Dedicated remote workers can easily fall into the trap of working 24/7. Encourage shut-down and "off times" with standards on exceptions to the rule to help prevent burnout.

8. Do remotely special things. Think about what home office employees experience on a regular basis. Now realize what remote workers are missing out on and be creative on trying to recreate that in their lives—sending edible flower arrangements on anniversaries; getting them personalized pens and the latest office gizmos; and taking them out for lunch on a specially arranged visit to their hometown location are all good techniques.

9. Empower workers for productivity. Provide training and mentoring on overcoming the challenges of working remotely. Training will help make remote workers more productive and more satisfied with their working experience. Provide the choice of offering this training remotely or in-class at the company location.

10. Managers must learn how to trust. Managers must learn and adapt to managing the ever-growing ranks of virtual employees—now in excess of 50 million. Learning how to create high-trust relationships must become a core skill for managing the almost invisible powerhouse of remote workers.

Incentive columnist Roy Saunderson is author of Giving the Real Recognition Way and president of the Recognition Management Institute, www.realrecognition.com, which consults companies on improving employee motivation that leads to increased productivity and profits. He can be reached at roysaunderson@realrecognition.com.