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5 Simple Rules To Increase Productivity In Remote Teams


Employing Common Sense Management

Simply facilitating a remote team through decentralized cloud-based tech infrastructure will likely expand operational productivity in the fullness of time. BYOD, or Bring Your Own Device, is known to make employees more productive for a variety of reasons, not least of which being the autonomy which is afforded them.

If you’re careful in your management of remote employees, you can facilitate continuously expansive productivity. This won’t happen on its own, though; you’ll need to exercise careful strategy. Following are five simple tips to help you see the outcomes you seek.

1. Be Appropriately Transparent

Oftentimes employees balk at something not because they’re seeking to be troublesome, but because they legitimately don’t realize the need. If you explain the “why” behind the “what”, then you’re likely going to reduce a lot of difficulties here. With remote workers especially, it’s important to communicate the “why”.

That old statement, “Yours is not to reason why; yours is just to do or die,” has nothing to do with business. It’s a military sentiment. In business, if you task remote employees with a bunch of Sisyphean tasks that don’t seem to be rewarding, they can just quit you at their discretion, or worse than that, turn in error-ridden work. Give them a why, and they’ll remember it; then, ideally, be more productive.

2. Keep Careful Statistics On How Workers Operate

There are now design apps which can be sourced through the cloud, allowing employees to work remotely in just the same capacity as they would on-site, and at the same speed. Additionally, there are monitoring solutions on the cloud which help to demonstrate the state of apps, or a suite of them. It’s not a huge leap of logic to extend such monitoring protocols to remote workers as well.

When you monitor remote employees in terms of statistics, you can discover where they’re succeeding, where they’re failing, and when you’re having a good effect. Say, for example, you have five remote employees who you issue twenty assignments to corporately—four assignments per remote employee.

Now say one employee gets them all done immediately, three employees dawdle through the week getting it done as they can, and one guy doesn’t turn anything in until the last possible moment.

Well, the numbers reveal here who the most valuable worker is. You can depend on the guy who got things back immediately to do better work for you in the future. Accordingly, the team he is part of can be made more productive as you tier assignments based on the effectiveness of associated workers.

3. Reduce Necessary Positions Through Software Solutions

Don’t neglect solutions like Clockspot: online time clock and employee timesheet software. Solutions like this allow you to keep track of every second remote employees work, and then do payroll with the click of a mouse. You can save tens of thousands of dollars annually in dedicated payroll personnel and associated complications. Look for tool stacks like these to expedite efficiency.

4. Remunerate Remote Employees As Swiftly As Possible

Remote workers need to be paid as soon as you can pay them. This assures them, and helps them to feel stable. Certainly you don’t have to rush this, but if you don’t pay them immediately upon the completion of a task, don’t be surprised if their own productivity experiences a level of decline. The quicker you pay them, the more motivated they’ll be.

5. Ensure You Encourage Good Work, Not Merely Noticing Mistakes

This last tip is applicable beyond the remote environment, but is particularly considerable there. In many remote occupations, workers aren’t really “noticed” unless they make a mistake so big it must be answered for. But all the good work that didn’t have mistakes slips by managers without their comment. This is really bad for the morale of remote employees.

Especially when they go above and beyond, get things done quicker than usual, or put in for more work, you need to render appropriate praise. If you don’t, remote workers will likely gravitate toward employers who demonstrate appreciation.

Enabling Remote Workers

Praise your remote workers when they deserve it, pay them as swift as it’s feasible to, leverage software stacks to reduce unnecessary infrastructure, keep careful performance numbers, and be transparent. Such tactics will go a long way toward ensuring your remote teams are operating at peak productivity.

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