Some remote workers consider their position a perk in and of itself. For example, not having to drive to the office on a stormy day can be a big plus. For many in the mobile workforce, though, a more independent work environment can feel like punishment—a disconnection from social interaction and work-related collaboration.
Given this dichotomy, it’s critical that managers of remote workforces learn to identify the differences and deal with them before the employee begins searching for a career elsewhere.
Yes, even in this problematic economy, retaining talent is a critical challenge. While some will be more grateful just to have a job than they would be in a booming economy, others will work that much harder to find something rewarding elsewhere—and they may try to search while on your clock.
While the landscape may have changed, the basics of retaining top talent remain the same—speak to each individual’s needs as much as possible. Following are some tips for optimizing one-on-one interaction with a remote workforce:
- Encourage (and enforce) an open door communication policy—both when the employee assumes remote worker status and at regular intervals following. Find out upfront the worker’s concerns about the mobile workforce environment, and develop mutually agreeable ways to address them. Then, make sure the manager and employee conduct regular—at least quarterly—check-in sessions to update and address new or changing factors.
- Offer as many mobile workforce communication and collaboration tools as possible—phone, videoconferencing, online collaboration centers, instant messaging, et al. Some people do best with email and other online tools; others crave voice and/or visual contact. While it’s important to offer a variety of choices, this doesn’t necessarily require a weighty budget. It’s now possible, for instance, to purchase a basic webcam for $35 or less, then subscribe free of charge to Skype or another Internet-enabled video service. For a small investment, a manager can turn phone conferencing into videoconferencing.
- Be responsive, using individual preferred forms of communication wherever possible. Some employees will opt for email communication; others desire a phone call. Obviously, special circumstances and constraints may affect how you respond—but be sure to get back to an employee as quickly as possible. Perceived lack of responsiveness is a chief cause of employee dissatisfaction and reduced productivity.
By being flexible with how you interact with your mobile workforce, you will likely find that they are more flexible to meeting the needs of the organization.
Jenny Douras © All rights reserved
