The COVID-19 pandemic dramatically shifted mindsets about remote work. Not only has remote work become more viable, but it has become popular among candidates and employers alike.

According to Zippia, the statistics in the U.S. are undeniable:

• 66% of employees work remotely at least one day a week.
  • 27% of employees work remotely full-time.
  • 68% of employees would like to work remotely full-time.
  • 40% of employees believe they are more productive when working remotely.
  • 50% of employers believe remote work reduces absenteeism.
  • 16% of companies are fully remote.

Additionally, estimates show that by 2025, 36.2 million Americans will be working remotely full-time.

However, there are cons to remote work. The lack of face-to-face interaction and collegial connection often leaves remote workers feeling isolated and unacknowledged. Furthermore, remote work makes offering learning and growth opportunities more challenging. That fact alone poses a problem for employers. After all, statistics also show that 80% of Americans prioritize personal development when job seeking.

Employers who wish to stand out to applicants and strengthen retention must more savvily uphold career growth and engagement for their remote teams.

Establish Trust.

Building trust and rapport among your remote staff is vital to boosting morale and engagement. Knowing you trust them and are not there to micromanage their home office helps remote workers stay motivated and take ownership of their tasks. Take the time to check in with them regularly, get to know them, and make yourself available for assistance.

Provide the Correct Tools.

Remote work requires a litany of tools for effective productivity. For example, time tracking, video conferencing tools, direct messaging platforms, and the right computer all play vital roles. As an employer, you must empower your remote workers with the tools they need to stay engaged and accomplish a job well done.

Make Communication a Priority.

Continuous communication is essential for keeping remote teams connected. So, keep them in the loop with tools like Slack or Teams to maintain a constant, easy-to-access communication thread. Managers should check in daily. Over half of communication is non-verbal, so video conferencing and Zoom meetings are ideal. Remember to include remote employees in company news bulletins and announcements. 

Promote Social Learning and Growth.

Social learning is a crucial ingredient for a learning culture. Incorporate social learning and include your remote teams by hosting virtual “lunch and learns.” Of course, you can also present live virtual events where employees share information about current projects and offer cross-training and personal development content. Keep everyone involved by sending surveys, polls, and feedback forms to discover what your workers want to learn next.

Create a Mentorship Program

Establish a mentorship program to promote growth and engagement among your remote employees. Then, encourage your mentorship pairs to meet regularly via videoconference so senior employees can encourage junior team members. Effective mentoring bridges the gap between remote teams and on-site employees, promoting a healthy mix of feedback, support, and engagement.

Demonstrate Intentional Collaboration

 At the end of the day, remote employees need to know they are part of the team. So, be intentional about including your remote team in company life and culture. Ensure that your on-site team knows and acknowledges their remote team members.   

As a premier accounting and finance resource firm, the Robert Joseph Group is the answer to your direct hire, interim staffing, and project solution needs. With our years of experience and specialized recruitment strategies, we have the talent resources you require. Contact us today!