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January 16, 2019 By Jen Mathews

How to Keep Your Remote Workforce Happy and Productive

January 16, 2019

By Jen Mathews

Read More from Jen Mathews

January 16, 2019

How to Keep Your Remote Workforce Happy and Productive

By Jen Mathews
Senior Public Relations Manager

Hiring and managing a remote team, however large, is a difficult process, especially if your managers and higher-ups are accustomed to the in-house, one-cubicle-away process of leading their teams.

According to The New York Times, the number of telecommuting workers is quickly increasing. What’s more, according to a recent survey about 60 percent of respondents admitted to being more likely to take a job with a remote work option.

What does this all mean? Well it’s high-time you learn some best practices in how to retain remote workers to get long-term, productive and happy employees.

Conduct Stay Interviews

The Wall Street Journal suggests conducting “stay interviews” to make sure employees are happy and don’t want to leave. Ask questions such as:

  • Why did you want to work here?
  • What makes you stay?
  • What would make you leave the company?
  • What would you change or improve in the company?

After asking these questions, the key is to use the answers you receive to improve your remote employee retention strategies. Some of which may include the following:

Create a Culture of Open Communication

Be open about your goals and issues when speaking to employees. This shows that you trust them and creates a collaborative environment, giving them the opportunity to offer ideas and ask questions.

Make Employee Development a Priority

Employee development goes hand-in-hand with remote employee retention because all employees have their own goals and aspirations. Make it a cultural shift to use technology like join.me at least once a month to “meet” with remote workers to help them fine-tune skills.

Set Clear Expectations

A survey done by BambooHR revealed that 23 percent of respondents said that receiving clear guidelines about responsibilities would have helped them stay at the company.

Strengthen Your On-boarding Process

A well thought-out on-boarding process is extremely important to keeping your star employees. This can include a 30-60-90 day plan, along with creating a new hire checklist. Again, use tools like join.me to conference with employees at the start of each cycle to help better layout what’s expected of them, and to get to know them.

Make Time for Small Talk

While it may seem counterintuitive to waste time on small talk, these conversations allow you to get to know employees as complete people rather than just someone who works for you. Whether it’s through apps like Slack or join.me, hold regular chats with your remote workers in order to get to know one another better.

Use Assessments

Utilizing assessments that help you measure personality traits and job skills can help identify which candidates are equipped for the job both in work traits and in characteristics. This can be compared against successful remote workers, thereby uncovering which candidates match up better to the position they’re applying for and which ones have the skills to overcome training and work challenges. You can also use job simulations to give applicants a chance to see what their workload will be like, while testing to see how well they’ll be able to perform their job in a real situation. This helps reduce poor hiring choices even further.

Make it a goal (or a New Year’s resolution) to better retain your employees. Look out for their happiness in and out of the “office” by conducting stay interviews with them, getting to know them on a personal level, focusing on their development, improving your work culture, and setting clear expectations.

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