While remote work has provided many benefits to some, it can also have downsides when it comes to teams staying connected. It can limit interactions and drop-ins which can affect performance.
Related: Our Deep Dive on Remote Work Technology Trends
Forbes detailed in an article how supervisors will need to identify the causes of underperforming remote employees going forward and potentially think outside the box to solve the issues. Some of the causes and solutions include:
Poor Employee Communication
Some employees are having a more difficult time communicating their progress effectively to their supervisors. One could argue that in some cases they are not underperforming, but underreporting. Many newly remote employees have not yet developed the skills or ability to properly articulate updates, and because of this, supervisors will have to implement structure to keep their teams connected. This could be anything from a daily 15-minute meeting in the morning to provide updates or having everyone complete a weekly template to document highlights.
Lack of Structure
Some employees do not yet have the structure to work form home with the proximity of kids, pets, partners, and TV’s being a distraction. Self-management is needed to define clear boundaries between work and home. The Forbes article detailed a supervisor who had employees sign up for time slots where they turned on their camera and worked virtually in the presence of their colleagues where they could ask and answer questions.
Lack of Connection
Some individuals need the social interaction of an office to stay motivated and creative and without it can start to decline in performance. But there are ways to help them like having bi-weekly office hours where teams come together and share information and help each other solve problems they have. One supervisor in the Forbes article had his direct reports meet with two peers from other groups where they implemented three ideas. They created a forum for employees to dialogue across teams where each person posts both an accomplishment and an issue they need help with. Sometimes the issues even span beyond work and into home life and well-being. But they always left people energized.
Crisis Management
Global pandemics that result in remote work can easily throw people into professional or personal crises that leave them demotivated. To help compensate for this, the supervisor Forbes spoke with gave her team one Friday per month off and encouraged her direct reports to utilize all their vacation days. Supervisors should also be more creative about getting an idea for the emotional well-being of their team.
Once supervisors address the causes of these problems, they can implement the proper solutions and gage the best way to accommodate remote employees that are experiencing this disconnect. The remote employees can also voice their own concerns and challenges they are facing as well.
