, more energized and less stressed, which in turn leads directly to better business results. Instead of tracking every movement of your virtual employees, put metrics in place to measure their output and schedule regular check-ins to evaluate their work product.
Encourage team members to connect with one another, such as through an online affinity group. My company, Centric, for example, has channels for veterans, runners and other groups to virtually hang out. It’s also important to make sure that remote and non-remote workers have the same experience and the same opportunity for advancement. You don’t want to unintentionally create two employee classes.One of the reasons employees love working remote is it gives them some control over their schedule and better work-life balance. However, many people overcorrect when they’re remote and end up working too much, the boundary between work and life dissolved until it’s all work and no life.
It’s also important to connect all workers – no matter their status – with the broader company mission. When employees feel their
It starts from the top because most managers are in place simply because they can be depended on to make the person above them look good.