Managers of teleworkers want to feel confident that their employees are performing quality work and meeting their deadlines. They also want to know that employees are communicating and working well together. Since everyone is working in different offices, managers cannot see the progress their team is making. Managers need to trust employees and vice versa.
In the infographic below, three of the top concerns expressed by managers are presented, along with some tips to address each concern. After more than 30 years of managing teleworkers, I hope that all managers can feel confident that their telework employees are performing well and communicating effectively.
Telework Manager Concerns
- HOW CAN I BE SURE THEY'RE WORKING? Between coronavirus anxiety, setting up a new office, and the kids being home, your employees are likely facing many challenges. Some fluctuations in regular hours and productivity are to be expected.
WHAT TO DO: Consider providing employees with flextime or a set number of hours each week (2-4) to attend to non-work issues related to this crisis. Trust that your employees want to do a good job but need some flextime to effectively manage work and home life. Overall performance is what matters. Set up objectives for your company, division, department, and employees. Track progress weekly. Hold teleworkers accountable but also remain mindful of the added stress they may be under. - CAN I EFFECTIVELY COMMUNICATE WITH TELEWORKERS? Sometimes you can't reach teleworkers, which can be frustrating, especially when you need something immediately. But does this prove that they are not focused on work? Not necessarily.
WHAT TO DO: Sometimes teleworkers are in the zone and do not realize there is a communication gap. Take the initiative to communicate. Different people have different communication preferences. Ensure employees have multiple communication tools: phone, e-mail, video conferencing, and instant messaging. Keep your team connected. - WILL THEY MEET THEIR DEADLINES? Some employees may have difficulties meeting their deadlines in the office or at home. This is a larger performance issue to address. For employees who typically perform well but struggle in the home office you can coach them over the finish line.
WHAT TO DO: Ask your employees if they need help or what you can do to support them. Set up a regular schedule of team meetings via video conference or phone. Ask employees to present their work and hold regular video conferences with each employee individually (biweekly 1-on-1s) to discuss ongoing work and to offer coaching on difficulties. Just because there are no walls doesn't mean there is no structure.
STAY HOME | STAY PRODUCTIVE
Fentress Inc. is a workspace strategies company that has teleworked for over 30 years.
We have developed management processes that are uniquely suited to a remote workforce.
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