Being a remote worker can often cause the employee to feel as though they are working on an island. Companies that have lots of remote workers often find themselves in a struggle to keep motivation for remote workers flowing.
When someone isn’t reporting to you face-to-face, it is difficult to infer when a worker is losing their excitement for their job, or when they might feel they aren’t valued.
Keeping motivation high for remote workers is an art (and a valuable one at that). It requires effort and energy on the part of the company. It also requires a bit of intelligent strategy.
There has never been more incentivized climate for hiring remote workers. Remote workers can save a company thousands of dollars annually.
However, if remote workers don’t feel valued, or feel alienated by the company, the incentives for having remote workers is drastically lowered.
So what can a company do to keep remote worker motivation soaring?
Turns out, there is a lot that can be done.
Keep Communication Strong
Communication is vital in any relationship, whether it be marriage or friendship or otherwise. Communication creates an environment of acceptance. If your wife or husband is a poor communicator, it can cause you to feel alienated and unappreciated. This leads to a loss of motivation.
While you don’t want to “meeting things to death,” you should make sure that communication with your remote workers is consistent and frequent.
Don’t allow them to feel you aren’t paying attention to them.
Often times, a company will suddenly realize that they’ve been poor communicators and decide that remote workers have taken advantage of the interim period.
This makes it all worse. Because when the company finally does reach out, it is with a negative connotation.
The thing is, the company is responsible for good communication.
Have meetings over projects. Make sure that remote workers are getting similarly communication channels as do in-house employees.
Include Them In Perks
If you are a company that’s got both in-house and remote workers, make sure you include your remote workers into as many perks as possible. Clearly, your in-house workers may be recipients of health insurance and 401ks which potentially can’t be extended to remote workers.
However, that doesn’t mean other perks can’t be extended to them.
For example, if you host a monthly happy hour for in-house employees, consider finding a way to softly compensate remote workers in a similar way. If your remote workers are all local to one another, have them host their own event.
If you do office giveaways, include remote workers.
Treat them as if they are part of the company (because, they are).
Recognize Their Efforts Company-wide
If your company is one to send out newsletters that include employee accolades, don’t forget about your remote worker support staff.
Including those workers in the mix for consideration goes a long way.
If a remote worker is feeling excluded from the mix, getting company-wide recognition for their hard work may be the cure.
Invite Them Out Occasionally
If you have the budget for such things, have remote workers come out to your home space (pending you have one). If you have an office and it is in your budget to fly out remote workers to occasionally work alongside in-house employees, it can help bridge the gap.
Clearly, many remote workers benefit from a home office set up. Some possibly can’t work away from home for various reasons. So it isn’t always a good idea to make a trip to the home base mandatory.
However, even just the invite is motivational.
Many remote workers would love to put faces with names and work alongside in-house workers.
Remote workers can lose motivation if you aren’t careful. But as I’ve shown, there are a number of simple ways to make sure that doesn’t happen.
Its the company’s responsibility to keep motivation running high. It requires very minimal efforts to make sure that all employees feel appreciated and valued.