{"id":20269,"date":"2019-12-03T20:20:09","date_gmt":"2019-12-03T17:20:09","guid":{"rendered":"https:\/\/www.ibtdi.com\/?p=20269"},"modified":"2019-12-03T01:22:49","modified_gmt":"2019-12-02T22:22:49","slug":"driving-remote-employees","status":"publish","type":"post","link":"https:\/\/www.ibtdi.com\/en\/driving-remote-employees\/","title":{"rendered":"10 Tips for Managing Remote Employees"},"content":{"rendered":"

\"\u0646\u062a\u064a\u062c\u0629<\/p>\n

 <\/p>\n

 <\/p>\n

I asked a friend what his biggest challenge had been. He said that Remote employee management<\/a> harder than he expected, especially since they work from Singapore, Houston, and Seattle, <\/span><\/p>\n

and Beijing, Phoenix, Los Angeles, and London. Then he asked me for the most important tips for managing them remotely and getting good results. I gave him 10 tips:<\/span><\/p>\n

.<\/p>\n

1. Clearly define company goals<\/strong><\/span><\/h2>\n

\nTeam members often have different interpretations of company goals and how they contribute to achieving them. That\u2019s why you should be clear about those goals and how <\/span><\/p>\n

everyone contributes to achieving them at both the team and individual levels. When people understand their roles and the importance of their work, they\u2019re more motivated through <\/span><\/p>\n

a clear vision and a strong sense of purpose in their work.<\/span><\/p>\n

.<\/p>\n

2. Set clear responsibilities<\/strong><\/span><\/h2>\n

\nRemote employees are typically self-directed, even when no one is on-site to make sure they\u2019re actually completing their assigned tasks. Being very specific <\/span><\/p>\n

about your performance expectations helps increase employee engagement and accountability, whether you\u2019re there or not.<\/span><\/p>\n

.<\/p>\n

\n
<\/div>\n<\/div>\n

3. Define Milestones<\/strong><\/span><\/h2>\n

\nOnce you\u2019ve set a performance goal, it\u2019s helpful to establish clear milestones to help the individual achieve it. This makes accountability easier along the way. Clear milestones also benefit <\/span><\/p>\n

those who rely on their work to meet their own goals. Be sure to involve everyone to ensure the goals you set are realistic and achievable.<\/span><\/p>\n

.<\/p>\n

4. Focus on the Customer<\/strong><\/span><\/h2>\n

\nNot all employees interact with external customers. But sometimes, employees become so immersed in their work that they lose sight of how their actions affect others, whether <\/span><\/p>\n

inside or outside the company. A clear understanding of how their work directly affects customers helps them meet expectations and requirements in the best possible way.<\/span><\/p>\n

.<\/p>\n

5. Strengthen your relationships with everyone<\/strong><\/span><\/h2>\n

\nJust as you build an open relationship with on-site employees, do the same with remote employees. Taking time to talk with all your employees helps you <\/span><\/p>\n

stay connected with your team and understand its needs. This should be reflected in the meetings where you talk and share ideas, while also making sure to include your remote employees <\/span><\/p>\n

who should remain a focus of your communication and attention as you try to understand what they do. It\u2019s difficult to address concerns and challenges you don\u2019t know <\/span><\/p>\n

Its presence\u2014but staying in touch with everyone makes that easier.<\/span><\/p>\n

.<\/p>\n

6. \u0643\u0646 \u0645\u062a\u0639\u0627\u0648\u0646\u064b\u0627<\/strong><\/span><\/h2>\n

\nWhen you have a team whose members live in different locations and time zones, it\u2019s wise to consider and be mindful of some of those differences. For<\/span><\/p>\n

example, if you schedule a convenient meeting time for your employees in Singapore, but one that isn\u2019t suitable for those in the United States, it means you\u2019re prioritizing your employees in Singapore <\/span><\/p>\n

over the others. So take the opportunity to rotate meeting times among team members. This shows fairness that everyone can accept and support.<\/span><\/p>\n

.<\/p>\n

7. Think about others\u2019 needs<\/strong><\/span><\/h2>\n

\nTaking a minute to think quietly about what your remote employees might need can help them achieve their goals. As you consider what each person may need, incorporate those <\/span><\/p>\n

Including these considerations in your questions when you meet employees face to face shows that you care about them and prioritize them. This can boost your credibility as a leader while ensuring\u2026 <\/span><\/p>\n

\u0646\u062c\u0627\u062d \u0643\u0644 \u0641\u0631\u062f.<\/span><\/p>\n

.<\/p>\n

8. Check in with your employees regularly<\/strong><\/span><\/h2>\n

\nYou should meet with your remote employees regularly, just as you do with your in-office team. If you hold a weekly team meeting, include your remote employees as well. You should also\u2026 <\/span><\/p>\n

\u2026check in with each employee at least once a month. Although this can be a demanding task, it helps maintain strong relationships, which are essential to success. Employees need\u2026 <\/span><\/p>\n

\u2026ongoing encouragement, along with help overcoming the challenges they face.<\/span><\/p>\n

.<\/p>\n

9. Encourage your employees to improve their skills<\/strong><\/span><\/h2>\n

\nThere\u2019s no doubt that every employee wants to grow and develop, giving them the opportunity to improve their skills and abilities. Don\u2019t use remote work as an excuse not to create plans that help them <\/span><\/p>\n

improve. Creating a development plan for each employee helps them stay engaged and motivated in their work, while strengthening their skills, building their confidence, <\/span><\/p>\n

and improving their results.<\/span><\/p>\n

.<\/p>\n

10. Celebrate individual successes<\/strong><\/span><\/h2>\n

\nNot being around your remote employees very often doesn\u2019t mean you shouldn\u2019t celebrate their individual and team successes. This is essential for building relationships with one another <\/span><\/p>\n

and fostering a positive culture. Celebrate them in team meetings and when you meet face to face, and look for creative ways to celebrate. <\/span><\/p>\n

As a way to celebrate success, send a hard-working remote employee a gift and have them open it during a video call. Or create a Facebook page for your team and invite your employees <\/span><\/p>\n

to share positive messages.<\/span><\/p>\n

Managing remote employees is an increasingly common way to run a successful business, provided you make a thoughtful effort and stay mindful of what your colleagues need to succeed <\/span><\/p>\n

as a team. Take the time to communicate your expectations clearly, set clear goals and milestones, connect with others, and celebrate individual <\/span><\/p>\n

and team achievements. This will help your team succeed and deliver the positive results you\u2019re looking for.<\/span><\/p>","protected":false},"excerpt":{"rendered":"

    \u0633\u0623\u0644\u062a \u0635\u062f\u064a\u0642\u064b\u0627 \u0644\u064a\u060c \u0639\u0646 \u0623\u0643\u0628\u0631 \u062a\u062d\u062f\u064d \u0642\u0627\u0628\u0644\u0647\u060c \u0641\u0623\u062c\u0627\u0628 \u0628\u0623\u0646\u0651\u064e \u0625\u062f\u0627\u0631\u0629 \u0627\u0644\u0645\u0648\u0638\u0641\u064a\u0646 \u0639\u0646 \u0628\u0639\u062f \u0623\u0635\u0639\u0628 \u0645\u0645\u0627 \u0643\u0627\u0646 \u064a\u062a\u0648\u0642\u0639\u060c \u062e\u0627\u0635\u0629\u064b \u0648\u0623\u0646\u0651\u0647\u0645 \u064a\u0639\u0645\u0644\u0648\u0646 \u0645\u0646 \u0633\u0646\u063a\u0627\u0641\u0648\u0631\u0629\u060c \u0648\u0647\u064a\u0648\u0633\u062a\u0646\u060c \u0648\u0633\u064a\u0627\u062a\u0644\u060c [\u2026]<\/span><\/p>\n","protected":false},"author":3,"featured_media":20270,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_ibtdi_aa_focus_keyword":"","_ibtdi_aa_secondary_keywords":"","_ibtdi_aa_audience":"","_ibtdi_aa_tone":"","_ibtdi_aa_summary":"","_ibtdi_aa_reviewer_name":"","_ibtdi_aa_reviewer_bio":"","_ibtdi_aa_reviewer_url":"","_ibtdi_aa_reviewed_date":"","_ibtdi_aa_service_id":"","_ibtdi_aa_related_ids":"","_ibtdi_aa_human_reviewed":"","_ibtdi_aa_disable":"","_ibtdi_aa_disable_links":"","_ibtdi_aa_sources":"","_ibtdi_aa_update_notes":"","footnotes":""},"categories":[491],"tags":[9865,20237,3636,1878,4560,20238,1891],"class_list":["post-20269","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-491","tag-9865","tag-20237","tag-3636","tag-1878","tag-4560","tag-20238","tag-1891"],"_links":{"self":[{"href":"https:\/\/www.ibtdi.com\/en\/wp-json\/wp\/v2\/posts\/20269","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.ibtdi.com\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.ibtdi.com\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.ibtdi.com\/en\/wp-json\/wp\/v2\/users\/3"}],"replies":[{"embeddable":true,"href":"https:\/\/www.ibtdi.com\/en\/wp-json\/wp\/v2\/comments?post=20269"}],"version-history":[{"count":0,"href":"https:\/\/www.ibtdi.com\/en\/wp-json\/wp\/v2\/posts\/20269\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.ibtdi.com\/en\/wp-json\/wp\/v2\/media\/20270"}],"wp:attachment":[{"href":"https:\/\/www.ibtdi.com\/en\/wp-json\/wp\/v2\/media?parent=20269"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.ibtdi.com\/en\/wp-json\/wp\/v2\/categories?post=20269"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.ibtdi.com\/en\/wp-json\/wp\/v2\/tags?post=20269"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}