Telecommuting is rapidly becoming a serious option for employers looking to attract and retain top talent. More workers are demanding the option to work from home – at least some of the time – and employers need to take these requests seriously.
Offering a telecommuting option can initially be attractive to employers; lower overhead, less hands-on management, increased productivity and happier employees are all potential benefits. But managing a remote workforce isn’t without its problems.
This article will look at 7 of the biggest challenges of managing remote workers.
While research has shown that telecommuting leads to increased performance, many managers have a hard time trusting that employees will work efficiently while not in the office. Without the same level of ability to track and monitor outcomes, managers may not always know if work is actually getting done.
This makes having regular check-ins important, as well as having set deadlines for tasks and projects. Give employees flexibility in terms of work hours, but also be clear about your expectations – what exactly you need, and when you expect it to be done.
According to a survey by Robert Half Technology, 30 percent of US CIOs cited communication as their biggest problem when managing a remote workforce. Without proper communication, employees and managers can feel disconnected and are more prone to experiencing misunderstandings.
To ensure proper communication, Robert Half suggests 4 tips to improve remote communication:
- Outlining expectations: Be clear about how often you’d like remote workers to check in and be available to you.
- Make use of technology: Without access to proper communication tools, collaboration becomes very difficult. Ensure employees are trained to use data-sharing, online meeting and project management tools.
- Schedule real-time meetings: Build in opportunities for workers to meet face-to-face to improve communication and reduce isolation.
- Check in with your employees: Working from home without appropriate boundaries can lead to overwork and even burnout. Regularly support and assist employees with maintaining a healthy work/life balance.
3. Data security
Employers are understandably concerned about the potential to lose important data or to experience a security breach on remote computers. Many remote workers regularly work from coffee shops or shared offices, or access the internet via other unsecured wireless networks.
Employers also have no way of restricting outside access to remote workers’ laptops or phones; if an employee allows a friend to use his or her computer while at home, for instance, the employer will never know.
Remote workers should be expected to commit to certain security measures for their work computer and data. This might include installing encryption software, restricting the use of company-issued laptops and keeping company files and devices in a secure location when not being used.
One of the first difficulties that many companies face when they introduce telecommuting is training new hires. Even with the most comprehensive training manuals and written procedures, employees can struggle without having the in-person support of colleagues.
Having a training program in place is critical when managing a remote workforce. In addition, assign a mentor to each new hire to answer questions or offer support via phone, email or video chat.
5. Building and maintaining a strong company culture
Communicating and nurturing a strong company culture among a remote workforce can be extremely difficult. Much of a company’s culture is communicated and modeled by leadership; this is obviously more challenging when workers and managers don’t regularly work together in person.
Hiring employees who have already demonstrated similar values and beliefs as the company is a great place to start. Setting up regular one-to-one meetings between workers and management can also help, as well as periodically getting together for casual get-togethers.
Working as a team can be difficult at the best of times; but add thousands of miles and multiple time zones to the mix and it can seem nearly impossible. This is why having great tools in place is so important. Workers must be able to communicate and collaborate to share ideas and data seamlessly.
Some tools that can help with collaboration between remote workers include:
- Skype: Use Skype to hold one-to-one or team meetings, to talk with clients or to hold group chats.
- Dropbox: Ensure all employees have access to company files, no matter where they’re working from. Dropbox allows them to upload and share files among team members, and ensures that no important data gets lost.
- Basecamp: This software lets you do virtually anything related to team project management, including file sharing, chatting and assigning tasks to various team members.
- Join.me: Screen share, make presentations or hold online meetings using a tool like Join.me.
There are also a number of Gmail plugins that can boost collaboration and productivity which are worth checking out.
7. Technological Issues
When working in an office, technological problems can usually be dealt with quickly, and work can resume as normal. For remote workers, however, an issue with a laptop or software can mean hours or even days of lost productivity.
Setting up proper training and access to suitable technology can help mitigate technological challenges, as well as giving workers access to remote tech support when needed. Giving employees additional training for new software and equipment can also help avoid problems later on.
Managing a remote workforce isn’t without its challenges.
But having the proper guidelines, technologies and processes in place can help ensure your remote workers stay productive and happy.
Etsy is trying on second-hand fashion with purchase of Depop
(BUSINESS NEWS) With the younger generation moving away from fast fashion, it makes sense that Etsy has acquired one of the most popular Gen Z second hand apps.
Over the last few years, sustainable shopping has been a bullet point in the large-scale topic of the environment. Burning through clothing by disposing of old clothing and shopping from places specializing in “fast fashion” is causing damage to the earth.
According to the UN Environment Programme, the fashion industry is the second largest consumer of water and is responsible for 8-10% of global carbon emissions – more than all international flights and maritime shipping combined.
As a result, shopping second hand has become more popular, as opposed to mass-produced fast fashion. Online platforms like Poshmark and ThredUp have grown tremendously over the last 3 to 5 years.
Etsy paid $1.6 billion to acquire the UK-founded company, which has attracted a younger, Gen Z-based audience due to its social media use and messaging on shopping in an ethical and environmentally-friendly fashion.
Etsy CEO Josh Silverman said the company was “thrilled” to be adding what it believes to be the “resale home for Gen Z consumers” to Etsy. Depop has approximately 30 million registered users spanning 150 countries.
“Depop is a vibrant, two-sided marketplace with a passionate community, a highly-differentiated offering of unique items, and we believe significant potential to further scale,” Silverman said in a statement Wednesday.
“We see significant opportunities for shared expertise and growth synergies across what will now be a tremendous ‘house of brands’ portfolio of individually distinct, and very special, ecommerce brands.”
Due to the COVID-related e-commerce boom, shares of Etsy have more than doubled in the last year. The stock was up about 6.7% Wednesday afternoon.
According to data from Crunchbase, Depop had raised a total of $105.6 million from investors including General Atlantic, Creandum, Balderton Capital, Octopus Ventures and Klarna CEO and co-founder Sebastian Siemiatkowski, prior to their agreement with Etsy.
With fashion being so cyclical, it may be safe to say that second hand will never fully go out of style.
What are your thoughts on resale apps being the answer to fast fashion woes? Let us know in the comments.
As masks become optional, businesses find themselves stuck in the middle
(BUSINESS NEWS) One liquor store’s decision on mask policy following changes in local laws has become a recurring story throughout the nation.
The American mask debate has comprised a whirlwind of clashing political ideologies, legal dilemmas, and personal agendas, with businesses placed directly in the middle of the storm. As the pandemic continues to run its course, a disparity in state mandates and legislation is only serving to increase the strain on these establishments.
With increased access to vaccines and several states rolling back their COVID guidance, the option to wear—or not wear—masks is becoming more discretionary, with businesses often having the final say in whether or not they expect masks to be used on their premises. One such business, a liquor store, posted a notice regarding their staff’s decision to continue wearing masks:
“In accordance with Johnson County mandates: Masks are now optional. Please do not berate, verbally assault, or otherwise attack the staff over their choice to continue wearing masks.”
The notice went on to say, “It is painfully depressing we have to make this request.”
That last line epitomizes many business owners’ stances. Places across the country have started allowing customers to discard their masks with proof of vaccination, but if employees choose to keep their masks for the time being, it’s difficult for clients not to view it as a kind of political statement—despite their decisions often being corroborated by local laws.
And, as long as businesses continue to operate within the confines of those laws, their decisions should be free from public scrutiny.
Sadly, that’s not what’s happening as evidenced by the notice posted by the liquor store in Johnson County. The same disparity that allows for some freedom despite COVID still being present in many Americans’ lives often leaves those who choose not to wear masks to conclude that those who do wear them are being judgmental or unnecessarily cautious.
Those judgements work in reverse as well, with businesses who allow their employees to work maskless facing criticism from masked clients. It seems that the freedom to choose—something for which people strongly advocated throughout the pandemic—continues to cause separation.
As businesses change or adapt their regulations to fit state mandates and employee (and customer) concerns, everyone would do well to remember that the decisions these establishments make are usually meant to affect some kind of positive work environment—not to welcome harassment and abuse.
You should apply to be on a board – why and how
(BUSINESS NEWS) What do you need to think about and explore if you want to apply for a Board of Directors? Here’s a quick rundown of what, why, and when.
What does a Board of Directors do? Investopedia explains “A board of directors (B of D) is an elected group of individuals that represent shareholders. The board is a governing body that typically meets at regular intervals to set policies for corporate management and oversight. Every public company must have a board of directors. Some private and nonprofit organizations also have a board of directors.”
It is time to have a diverse representation of thoughts, values and insights from intelligently minded people that can give you the intel you need to move forward – as they don’t have quite the same vested interests as you.
We have become the nation that works like a machine. Day in and day out we are consumed by our work (and have easy access to it with our smartphones). We do volunteer and participate in extra-curricular activities, but it’s possible that many of us have never understood or considered joining a Board of Directors. There’s a new wave of Gen Xers and Millennials that have plenty of years of life and work experience + insights that this might be the time to resurrect (or invigorate) interest.
Harvard Business Review shared a great article about identifying the FIVE key areas you would want to consider growing your knowledge if you want to join a board:
1. Financial – You need to be able to speak in numbers.
2. Strategic – You want to be able to speak to how to be strategic even if you know the numbers.
3. Relational – This is where communication is key – understanding what you want to share with others and what they are sharing with you. This is very different than being on the Operational side of things.
4. Role – You must be able to be clear and add value in your time allotted – and know where you especially add value from your skills, experiences and strengths.
5. Cultural – You must contribute the feeling that Executives can come forward to seek advice even if things aren’t going well and create that culture of collaboration.
As Charlotte Valeur, a Danish-born former investment banker who has chaired three international companies and now leads the UK’s Institute of Directors, says, “We need to help new participants from under-represented groups to develop the confidence of working on boards and to come to know that” – while boardroom capital does take effort to build – “this is not rocket science.”
NOW! The time is now for all of us to get involved in helping to create a brighter future for organizations and businesses that we care about (including if they are our own business – you may want to create a Board of Directors).
The Harvard Business Review gave great explanations of the need to diversify those that have been on the Boards to continue to strive to better represent our population as a whole. Are you ready to take on this challenge? We need you.
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