Remote work is popular among workers today, with nearly a third of employees saying they prefer to work fully remotely and more than half of remote employees saying they’d rather quit than go back into the office full-time. Unfortunately, 85% of leaders say remote work makes it difficult to tell if employees are actually working. How can a manager ensure their remote workers are productive without micromanaging or breaking employee trust?
Get eight strategies that will show you how to know if remote employees are working without killing trust or culture in this post.
Balancing trust and culture in remote work environments
Offering remote work opportunities brings a number of benefits to employers, from better employee satisfaction to higher productivity. However, establishing trust between managers and employees they don’t see regularly can be difficult. Managers may be tempted to micromanage or use overly invasive monitoring to ensure employees are on task and productive. The wrong remote employee monitoring techniques can make employees feel watched and mistrusted, leading to disengagement. Leaders must balance managers’ need for visibility into workers’ activities with privacy, trust and transparency.
Company culture can also be difficult to maintain when employees don’t see each other regularly in person. Remote workers may feel like they aren’t part of a team or have difficulty understanding their role in the overall company strategy. Establishing and improving remote work culture must be a priority for team leaders and company executives to enhance productivity, profitability and employee retention.
Here are eight simple ways to establish a remote work environment built on trust, accountability and transparency so employees and managers can be as productive as possible.
1. Use outcome-based evaluation to measure productivity
It can be tempting when managing remote teams for leaders to demand an hour-by-hour accounting of how employees spend their time. But these traditional performance monitoring techniques, like obsessive time tracking and constant supervision, fall under “micromanagement”, which means lower engagement, trust and morale in your organization.
Outcome-based evaluation focuses on the results employees deliver rather than their work hours. Setting clear, measurable goals and assessing how often employees meet these goals lets managers focus on results without infringing on employee autonomy. Managers should assign tasks with clear deadlines and define success so employees can show their work rather than just their time. This also helps managers find underutilized or overworked employees to better balance workloads.
2. Leverage productivity monitoring technology
Rather than checking in on employees obsessively, managers can automate employee productivity monitoring to give them more time for important work. Productivity tracking tools are a great way to understand employee productivity without sacrificing trust or wasting managerial time. Project management software and collaboration platforms empower teams to track progress and communicate effectively while providing insights into project timelines, individual contributions and overall team performance.
Modern remote employee monitoring software like ActivTrak focuses less on surveillance and more on results, helping managers monitor remote employees while building trust, transparency and privacy. For example, ActivTrak gives employees insights into their work habits and productivity trends to help them better plan their days. Instead of the surveillance regular time tracking software provides, ActivTrak shows how employees spend their time, giving leaders and individuals insight into how to better manage productivity. ActivTrak also provides real-time data so managers can help employees fix productivity issues faster.
3. Foster engagement through regular feedback and recognition
Engagement drives productivity, especially in remote work environments. When employees feel connected to their work and their colleagues, they’re more likely to perform at their best. Regular feedback is one important way to keep remote employees on track. Managers and leaders should establish consistent feedback loops so every team member understands their performance and can offer their suggestions in return. Annual performance reviews or one-on-one meetings are a great way to foster employee engagement and give employees a clear understanding of how their contributions further company goals.
Additionally, employee recognition significantly enhances employees’ sense of belonging. Whether it’s a raise, a promotion, rewards or just simple gestures, recognition can go a long way in helping employees feel valued and engaged.
4. Encourage team collaboration
Collaboration is an important part of work today, but it’s even more important for remote teams. Create opportunities for employees to work together on projects, share ideas and support each other. Virtual brainstorming sessions, team-building activities and collaborative platforms strengthen relationships and improve team dynamics.
Collaboration also leads to better problem-solving and innovation. When employees are comfortable sharing their thoughts and working together, they’re more likely to come up with creative solutions to challenges.
5. Create a healthy work-life balance through boundaries
Remote work often blurs the lines between personal and professional life, leading to burnout and decreased productivity. Encouraging employees to set healthy boundaries between work time and downtime is a key way to maintain productivity and well-being. Leaders should model this behavior by respecting employees’ time and setting their own boundaries. For example, they could discourage after-hours emails, refuse to take or make calls on days off and encourage employees to take frequent breaks.
6. Empower well-being through appropriate resources
Employee well-being initiatives are more than a trend today; they’re an essential part of keeping employees productive. Remote workers are often prone to feeling disconnected or working to the point of burnout, which can impact their overall health and ability to work. When an employee suffers from mental health or physical issues, it can have repercussions for the rest of the team’s productivity, as well.
Employers should create programs that support employee wellness, including health benefits, sufficient time off and supportive initiatives such as an Employee Assistance Program (EAP). Managers should also be proactive in preventing overwork or burnout by encouraging employees to take breaks and learning how to spot issues.
7. Encourage autonomy
Empowering employees to take charge of their tasks and schedules fosters a sense of ownership and accountability. Managers should encourage remote employees to set their schedules and choose how to approach their work to cultivate a culture that values independence. This boosts morale while encouraging creativity and innovation as employees trust they have the freedom to experiment and explore new ideas. These employees can contribute these unique solutions to their colleagues and propel the organization forward.
Leaders and managers should provide employees with resources and tools to facilitate self-management. Project management can help team members track their progress and collaborate effectively without needing constant supervision. Offering professional develop opportunities also lets employees purse skills that align with their interest and career goals, further reinforcing their sense of agency within the company. Organizations can signal they trust employees to take charge of their professional journeys by investing in their growth, leading to increased loyalty and stronger team dynamic.
8. Build a culture of trust
As always, communication is key, but it’s especially important in a remote work environment. Setting clear expectations is a good first step. Open communication channels between employees and leadership also instill trust in employees, especially if leaders and managers address their feedback. Managers should encourage team members to share their progress and challenges regularly through check-ins, messaging platforms or video calls.
Leaders should also establish clear expectations and remote work policies so employees know what’s expected of them. This clarity helps align individual efforts with the organization’s objectives and minimizes misunderstandings that can arise in a remote setting. Managers can also use these policies to provide more support to employees who are having difficulty in a remote setting.
Strike the right balance in employee productivity monitoring with ActivTrak
Monitoring remote employee productivity is a complex challenge that requires intention and a thoughtful approach. Organizations that prioritize trust, communication and employee well-being are better positioned to thrive in a remote landscape.
Ensure your remote workforce is thriving without sacrificing trust, privacy or culture with ActivTrak’s comprehensive workforce analytics cloud. Get the insights you need to measure productivity, foster engagement and support employee well-being while understanding how work gets done. Contact our sales team today to learn more and get started on the path to a more productive and balanced remote workforce.
