There’s no doubt in the fact that connecting with remote employees is a herculean task. Factors like time difference, varied locations, and no physical presence add to the complexity of this task. As a result, the HR management teams or organizations keep exploring new ways to engage employees.

Today, we have discussed an exhausted list for you. Read on to understand how you can engage your remote employees for better engagement.

But, before we do that, it is necessary to understand the remote workers are not privileged. In fact, in reality, remote working is the new norm. Think of how COVID-19 rushed us into our homes. What would we have done without remote work?

This is why every organization is now motivated to hire and manage remote employees for improved productivity and lower operational costs. The only thing that may create an issue is poor communication and connection. Let’s see how you can develop that.

How Can You Connect with Remote Employees?

1.    Talk. Talk. Talk.

There’s no alternative to communication. You simply can’t ignore talking to your remote employees. It will only increase the gap and reduce performance.

Hence, here’s what you need to do:

In a normal scenario, you would get on a call, convey the requirements, discuss the deadline, and hang up. Many times, this is enough. For instance, when you are short on time and you want your remote employees to speed up.

However, this is not an ideal scenario in every case. If we compare the situation to in-house employees, you know them because you stop to make small talk. When you hire remotely, you can still make this small talk, even if on messages.

It helps in building a connection and improving collaboration amongst the team.  

2.    Video Call

Nonverbal communication is essential. Your appearance, expressions, gestures, and aura all represent your interest in a meeting. In fact, visual clues can help the audience understand the topic of discussion in an enhanced manner. Don’t you think?

For this reason, you need to get on a video call more often. If not daily, then at least once in a week, arrange a video call to discuss the project and understand progress. This will help you deliver the message correctly. 

3.    Keep It Engaging

Take some time to engage your remote audience during the meeting.

You can’t get on a call with 5 people and straightforward move to the topic. It is rude and unfriendly. 

To avoid coming out too strong, you can engage your audience first.

For example, at the start of the meeting, ask your audience about their day and health. In the current situation, you can ask them how they are holding up during COVID-19.

Below are some innovative ways to engage your remote employees:

•    At the end of the week, get on a call, and discuss the best part of the week with your employees. Allow them to share their experiences. 
•    Create a channel to discuss outside office interests such as basketball, cricket match, etc.
•    Arrange small sessions online for engagement such as a match of Ludo or PUBG.

4.    Invest in Tech

To enable your remote employees to work effectively, you need to offer them the latest tech with robust capabilities. You can’t communicate over call every time. You require properly functioning remote technology to support your efforts.

For example, whenever you want to get on a video, you can’t start a WhatsApp call. You need Zoom Rooms and another tech for this purpose.

Although virtual work seems amazing, it is not always easy, and it is necessary to understand that. Virtually working doesn’t have to mean low engagement. Your employees should have infrastructural tech support for enhanced virtual communication. 

5.    Focus On the Output

You have to change your attitude towards the age-old working pattern. This can also mean letting go of your 9 AM meetings. You can’t force or influence your remote employees to report to you at 9 AM. 

It is necessary to improve workplace flexibility and connect at a mutually agreeable time. 

This is not just about the time of the     meeting; it is about making work easier for employees. It indicates improving focus on the output rather than the process. Work as per mutually agreed terms and focus on the deliverables and quality of output. 

6.    Recognize

Recognition – something which is extremely important for in-house employees. No! Recognition is important for every employee regardless of their working conditions. 

Managers who take out time to recognize and appreciate their remote team are able to create high-performing subject matter experts. They are able to harbor a culture of positivity and workplace happiness. 

With this, it is imperative to acknowledge that recognition is not always monetary. If you just drop an email appreciating efforts of the employee, even that is enough sometimes. 

7.    Balance Schedule

When you are dealing with a team offshore or in a different time zone, it can be extremely difficult to achieve all of the above.

 
Then, how can you connect?

The answer is simple but the execution is difficult. 

Find a balance. Stay a little late in the office to connect with remote employees or arrive a little early to find a balance. This is a two-way lane, so even the remote employee should make some adjustments for this case.

8.    Sign an Agreement

If you have strict schedules and structured requirements that are rarely modified, create an agreement with the given terms. If you have flexible requirements, still create an agreement with the given terms. 

It helps you stay in-line with the details and question when anything is going wrong.

Conclusion 

Connecting with remote employees is even more crucial than connecting with in-house employees. Since these employees are not physically present in the organization, it is easier for them to phase out, delay, or not feel motivated. To improve the situation, follow the above tips to engage and connect with your remote employees.