It’s no longer reserved for the most prominent businesses. Today, it’s unusual to find a supply chain, production line, development and support teams, or fulfilment model that isn’t multinational. This change means more firms are hiring remote staff in different countries—frequently necessitating modifications to management structures, oversight capabilities, and corporate culture.
Let’s look at how global businesses can effectively overcome problems and manage a remote workforce.
Tips for managing a remote global workforce
The popularity of remote work is nothing new, and it looks as though it won’t be going anywhere anytime soon. Employee expectations have changed as people who work remotely get a better balance between their working and personal lives.
It can be challenging for some worldwide employers to keep an increasingly dispersed staff organized while still providing the flexibility that employees desire. Some factors to consider include:
Lack of clarity in role descriptions: This can often be challenging when people work in the same office. It can become an even bigger issue when workers are in different time zones and have different cultural backgrounds.
Frequent or lengthy-time zone differences: It can be challenging to schedule conference calls, video chats, or other types of meetings when there are significant time zone differences.
Unclear communication channels: With a remote workforce, it’s essential to have clear communication channels, so everyone is on the same page. Otherwise, it can be easy for misunderstandings to occur.
Onboarding and training new employees: When onboarding new remote employees, you must give them the training and resources they need to succeed in their role.
Accountability and performance tracking: It can be more challenging to track remote employees’ performance. This is why it’s essential to have systems and processes in place to help you do this.
Culture: For some workers, working remotely might make it more challenging to feel a part of the company’s culture.
So, how can you reduce and overcome these roadblocks within your company?
1. Set clear expectations
When you’re hiring remote workers, it’s essential to set clear expectations from the start. This includes role descriptions, what you expect from them regarding work hours and output, and what your company’s culture is like.
Making these expectations visible to the entire team will help to ensure that everyone is on the same page and that there are no misunderstandings.
2. Use digital tools and technologies that foster cohesion.
Several digital tools and technologies can help to foster cohesion within a remote workforce. These include:
Communication tools: Communication is vital when you’re managing a remote workforce. There are several different tools that you can use to stay in touch with your teams, such as Slack, Zoom, or Google Hangouts.
Project management tools: Project management tools can help you keep track of deadlines, assigned tasks, and progress updates. Some popular options include Asana, Trello, and Jira.
Employee tracking tools: Employee tracking tools can monitor how productive your employees are and how well they’re meeting deadlines. Examples include RescueTime and DeskTime.
3. Communicate regularly
When managing a remote workforce, it’s essential to communicate regularly. This includes scheduled check-ins, video calls, or even just sending a quick email to get in touch.
Trying to stay in touch with your team will help build trust and keep everyone on the same page.
Instead, consider communication through the perspective of trust.
To do their best work, remote employees must understand the scope of their responsibilities and have faith that their team will back them up. Managers need time to make high-level decisions that move the department in a positive direction. They must trust that the work being done by their staff is on track and only correct it when necessary.
Regular meetings and check-ins help to build this relationship.
Consider what’s required for each team rather than the entire organization while laying out your meeting schedule. If you’re unsure whether your meetings are beneficial, use the Goldilocks method: start with a few more and see how they go before deciding whether to continue or decrease them.
4. Track progress and performance
When you’re managing a remote workforce, it’s essential to track progress and performance. This can be done through regular check-ins, performance reviews, or employee tracking tools.
Doing this will help you identify areas where employees might need additional support or training.
5. Offer opportunities to come together.
When managing a remote workforce, it’s important to offer opportunities for employees to come together. This can be done through company-sponsored events, team-building exercises, or simply getting together for a virtual happy hour.
Doing this will help build relationships and foster a sense of community within your team.
While several challenges come with managing a remote workforce, there are also several benefits.
Managing a remote workforce can lead to increased productivity, improved work-life balance, and access to a global talent pool.
How to set employee expectations for remote work?
Assuming you’re a manager who is responsible for setting employee expectations for remote work, there are a few key things to keep in mind. First, it’s important to be clear about what is expected in terms of job performance and deliverables. Second, you’ll need to create systems and processes that support remote work, such as regular check-ins and communication channels. Finally, it’s important to be flexible and understanding of the unique challenges that come with working remotely.
Growing your global remote workforce can help your business to succeed.
When you’re managing a remote workforce, it’s essential to set clear expectations from the start. This includes role descriptions, what you expect from them regarding work hours and output, and what your company’s culture is like. Making these expectations visible to the entire team will help ensure everyone is on the same page from the start.
Additionally, you’ll need to establish a transparent process for communication and feedback. This way, if any issues need to be addressed, you can do so promptly and effectively.
Finally, it’s important to offer opportunities for your team to come together virtually and in person. This can help build relationships and foster a sense of community within your team.
