This month, our HR, Talent and Culture community has been exploring the best ways to engage remote and global teams. Last week we had a successful London meet-up, where we looked at how to build culture across many sites.
And today, we hosted a webinar with Jamie Bray (Founder of Brayber Recruitment), exploring the remote working experience.
As an expert in remote working – both in sourcing remote candidates, and offering his staff all kinds of remote working incentives – his underlying messages were clear:
- Remote work is becoming the norm, but be aware this style of working is not for every personality. That’s why identifying your ideal remote persona before hiring is key.
- To bring out the best in your remote workers, show you trust them. But don’t forget to be inclusive with your culture initiatives.
Here’s our quick summary of Jamie’s points, exploring how to recruit, manage and engage remote workers:
How to pitch remote working to your organisation
If you’re looking to implement a work from home policy, be aware of the misconceptions associated with it. Jamie recommended focusing on how remote working will benefit the company, as well as the employee.
That way you can show how remote working can positively affect the bottom line of the business. And as always, the best way to do this is by using data and online sources to back up your business case.
How to attract top remote talent
Your first step in attracting remote talent is to consider your ideal remote persona. What kind of personality traits are you looking for? For example, is it an excellent work life balance? Or a higher level of experience, meaning less training is required?
Once you have this persona in mind, think about how you’re presenting yourself online. Are you speaking their language? For example, in job ads if you’re looking for a remote developer try using more technical wording. Or if that person is abroad, it might be that you write the job ad in their native language.
Also, think about offering ‘remote’ perks that match your office’s. For example, if you offer free food in the office why not offer a monthly subscription to a snack box delivery. It’s gestures like this that show you take remote working seriously, and will be made to feel included in your culture.
How to measure the success of remote workers
Motivation, productivity and success come in many different forms. So it’s essential to be clear about what’s expected from your remote teams from day one. Identify what success looks like from both sides, and how it’s measured.
For example, is that through quantifiable results, deliverables or goals? When both the manager and employee are aligned to the same set of objectives, there can be no doubt on what’s expected. That way you’ve already laid the foundations for a more trusting relationship.
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How to manage, engage and motivate remote teams
When it comes to keeping remote teams engaged, communication is key! Your first step is to invest in good technology that is reliable and fit for purpose. Consider having a separate communication channel for keeping in touch in real time.
Second, make an effort to utilise that technology. It could be as sharing what’s happening in your local office, and encouraging personal exchanges. It may require a little more effort, but it’s the small touches go a long way in creating a sense of belonging. And psychological safety translates into happier, more productive employees.
With improved technology making it possible for employees to work from anywhere, remote working is becoming the norm. And handled correctly, both your employees and your business will yield the benefits of remote working.