Project management challenges are more likely to occur when remote workers are being employed due to their locations among others.
For years now, the digital revolution has changed the way research is done but recent advances such as the coronavirus have made more businesses understand the true value of remote workers than ever before.
Remote work has many advantages, including flexible scheduling, improved efficiency and reduced operating costs.
However, these advantages often come with trade-offs in the form of connectivity difficulties and weakening cohesion of the company.
If you want to bring the full benefit of your remote workers to your market, you need to be prepared to resolve some of the challenges along the way.
Business leaders need to be ready by 2020 to effectively integrate remote workers into their company. Here are some difficulties you can find along the way, and how to solve them.
1. Connection snags
This is contact because there is a single key to get the best out of the remote staff.
Although communication concerns can occur in a variety of different ways, a lack of clarification is likely to impact your relationship with remote workers most.
Projects, and priorities can be continually explained and updated in an office. If you are using email, more detrimental than anything can be the endless alerts and check-ins.
Try to be as detailed as possible when sending out tasks, alerts or queries to ensure the full clarity. Remote staff may not require daily guidance so make it as redundant as possible.
2. Platform problems
Remote workers also have different rates of interaction with your company-some may be freelancers, others may be full-time employees.
Email may be the preferred contact channel for those less related to your core business. But remote workers you communicate with frequently may consider constant back-and-forth emails a barrier to doing business.
Email can be boring and frustrating to navigate through and endless phone calls are an immense waste of time.
Your business will possibly benefit from learning more about project management tools to smooth up these issues.
These platforms allow you to create dedicated contact channels for various groups or teams, meaning as little as possible get lost in the mix.
3. Scheduling issues
Alongside communication difficulties occur when schedules are coordinated. Conflicting time zones or lifestyle differences can complicate finding suitable slots for important meetings.
Remote team calendar management is just as critical as it is difficult.
One of the easiest ways to get everyone on the same page is to use a calendar syncing tool or a plugin that enables the exchange of calendars from one another.
This way, there is no need for constant back-and-forth emails finding out slots.
The right app helps you to easily pick appropriate times and confirm meetings on the fly, while simultaneously streamlining your communication and scheduling.
4. Lack of transparency
If you’ve never previously dealt extensively with remote employees, you probably aren’t used to the complexities that can come in.
It’s quick to test an employee in a typical workplace, and make sure they’re on top of their job. This is not so easy with remote workers.
One of the most productive ways of keeping the remote employees accountable is by making the standards as transparent as possible for their work.
Setting very simple efficiency and quality goals simplifies the responsibility. If issues persist even after outlining goals, seek to increase your contact with them – either through telephone or via video chat.
In person, or as close to in person as possible right now, it is almost always easier to sort out any questions.
5. Trust issues
Building cohesion and trust with remote workers versus in-office employees may pose challenges.
Being able to have meetings in person on a regular basis makes it easier to establish a friendship with someone and to create the foundation for a successful business friendship.
When you’re just communicating with someone on the phone, via video chat or via email, it’s far more difficult to lay the groundwork for that kind of relationship.
Although it may sound odd, having a break from the professional now and then is one of the easiest ways to get through this.
Checking in on how a remote worker is doing personally or learning off the job about some of her interests is a good way to get a sense of her as a individual, and building confidence is crucial.
6. Culture detachment
While there are organizations with a powerful workplace culture, it can be difficult to completely pass the culture to the remote workers.
The first step you should take is to consider what a good remote work culture is, and make as a organization a collection of goals and values.
Even if the remote staff can’t make it to drinks on Friday, a good set of expectations helps them to feel like they’re part of a bigger group working towards a common goal.
Make every attempt to include remote staff in jobs at the workplace. Although that’s probably easier to say than done, even something easy like a league of fantasy football can go a long way to promoting unity.
7. Sluggish movement
Mobility is always the name of the game for small businesses. Smaller operations need to be able to adjust and respond at a moment’s notice to compete against large competitors.
Not properly handled, a remote workforce at its most critical moments will significantly slow your company down.
Much of this comes down to being overly focused on older communication strategies, but information silos may also be a major factor.
When major changes occur, it may be possible to actually forget to say vital details to scattered colleagues.
One way around this is through an open office culture, a culture that helps to free up communications networks previously closed.
Holding a company-wide chat or a two-week update sent to all workers helps to keep staff in the loop without throwing productivity into a drain.
8. Dips in quality
Gallup statistics show that over 50 percent of full-time remote workers report feeling continually uncommitted to their jobs – a figure that should deeply concern any boss trying to recruit new remote workers.
While you can not visit and mentor each of your remote workers through every phase of their job, you can and should provide thorough input about their work.
Offer him a detailed report for any big project that a remote worker undertakes, outlining what went well and what he should have gone forward with.
Without a question from an in-office boss, most remote employees are hungry for suggestions about how to improve the efficiency of their jobs.
Remote employees are becoming ever more important to the modern workplace, but only when properly integrated.
You can make your remote employees a vital part of your business by following the steps on this list and benefit from it along the way.