Home » Top Tips for In-House Vs. Remote Employee Management
In the past, most jobs were performed in-house for businesses. Employees came to work at a set time, spent X hours at their desk, went home at their appointed hour, and the cycle began again the next day.
However, since technology and the nature of labour have advanced, more and more businesses now employ remote workers. Particularly since the COVID-19 pandemic, when governments imposed lockdowns and people were compelled to stay at home to work, many businesses have been obliged to quickly adapt to a remote office environment.
And while some Canadian businesses have transitioned back to the office, many are finding that remote work is now a part of their business plan, whether it is because employees prefer it, it makes better fiscal sense or it simply works better.
Some managers are unsure of how to adjust to new ways of working remotely because managing a remote workforce is significantly different from managing in-house staff. Here we are going to take a closer look at how they differ and the most effective ways to handle them both.
Employees that work for your business in-house are those who carry out their tasks at the location where it is headquartered or from an office the company runs. In contrast, remote workers carry out their jobs away from the office, whether they are doing so from their homes, satellite offices, hot desks, or they are mobile workers on the go.
Since it is more affordable to outsource some services to other countries, some remote workers or independent contractors even work from abroad. Similar to how employing remote workers differs from hiring on-site workers, several factors will affect how managers manage these types of personnel.
The majority of office workers would have been considered internal employees in a pre-pandemic environment. But as remote work has become more popular, managers have had to modify their management strategies.
Seasoned managers may already be more than familiar with the basics of good management for in-house employees, and might want to skip to the next section. However, for new managers and those struggling with issues like employee retention or a lack of employee engagement may benefit from the following pieces of advice:
When managing internal employees, good communication is essential. It’s crucial to keep staff members informed about their workloads, responsibilities, and expectations. Make time for one-on-one meetings with your staff, so they may ask questions and share any problems or concerns they may have.
It’s also beneficial to have a designated office setting where people can come to you and express their feelings about their work in an open manner. Lots of office problems begin because employees are afraid to ask questions or express opinions.
Their time at work will be lot more enjoyable – and so will yours – if you can establish and maintain good working relationships between your employees, coworkers and yourself It will also inspire them to put forth their best effort for you. Get to know each member of your team personally and individually so that there is trust in the relationship, and they feel like they can seek you out when necessary.
Let your team know when they’re performing well. Your team will feel appreciated and be more motivated if you give them praise and appreciation for good work. A happy team produces stronger working connections, more devoted workers, and superior work that positively represents you as management!
An effective leader knows when to step aside and when to assert their authority. It is your duty as a manager to choose make certain decisions for your staff. Don’t count on more inexperienced team members to know what to do in these circumstances. Make a choice and follow through on it. Your employees will be more inclined to trust you if you are assertive rather than hesitant.
A skilled team manager is also aware that they can’t so everything, and nor should they. You’ll need to delegate a lot of responsibilities to your team’s other members. Determine which team members are most qualified for various tasks, then assign work accordingly.
Learn to set an example by showing up for work on time, returning emails quickly, and consistently meeting deadlines. Your team will imitate your actions. Additionally, if you frequently arrive late to work, it will be exceedingly challenging to discipline a team member for being tardy!
Managing a remote workforce differs from managing people face-to-face, but the same management principles listed above still apply. Here are some ways you can adapt your management style when managing a remote team.
Getting used to remote work can be challenging if you are a hands-on manager who needs to be aware of what your team is doing and where they are at all times. It may take some getting used to trusting your team to continue to produce the same high calibre of work when they aren’t in the same room as you, but if you can’t trust them to work diligently remotely, it could result in conflict and an employee exodus!
For remote team members, regular communication is even more crucial than for on-site employees. To ensure that you and your team are on the same page, establish communication channels and protocols from the start, such as instant messaging apps, emails, and regular video meetings.
Make sure your team is aware of when to escalate any problems and how to reach you in an emergency. Encourage your staff to do the same by swiftly responding to communications.
From software to track your employees’ time and manage their workload to programmes that allow multiple people to work from the same document simultaneously, working remotely has never been easier thanks to the latest technology!
There are many web tools and project management apps available for managing remote employees, keeping everyone up to date with the latest information, and on track to reach company deadlines. Take the time to research what’s available and implement it as needed.
As the lines between in-house employees and remote workers blur, their status, and the correct way to pay them for their work, can become blurry and confusing. Misclassifying an employee can have implications for the both the business and the employee themselves at tax time however, so getting it right is a must.
This is where a good accountant can prove very helpful. They can help you determine, as a manager, whether your employees are in-house employees who happen to be working remotely at least some of the time, are independent contractors or are freelancers providing a service. The rules here can be hard to follow, but your accountant can help you clarify them, especially it when it comes to brand-new employees that have been recently hired.
Need help with this issue, or any other financial question relating to your business? An accountant is one of the best sources of that assistance. Contact us today and let’s talk about how we can help you.