5 tips to motivate remote workers

Despite the positive stats, however, it’s sometimes difficult to gauge engagement levels. There’s also often a worry that employees are taking advantage of their remote situation and not delivering on key performance indicators (KPIs) accordingly.

If you’re in a business that’s struggling to motivate remote employees, there are five things you can do, according to Weekly10.

1. Thinking ahead with realistic goals

“Employee engagement can be encouraged by setting professional goals. By thinking ahead and setting clear guidelines that coincide with personal development plans, managers and team leaders can help workers achieve their goals,” Weekly10 said.

“That being said, these goals should always be realistic. If workers do not have enough resources to meet their targets, this can have the opposite effect and discourage hard work. They may also feel the need to work overtime, which can quickly lead to employee burnout.”

2. Creating incentive programs

“Once employers have established realistic goals, they can create incentive programs for the workplace. It can be stressful to meet deadlines and targets, but financial and social rewards are sure to motivate remote employees.

“These incentive programs can offer anything that aligns the company and its values, such as commission, wage increases, profit sharing, bonus payments and more,” the group said.

3. Remember to recognise and celebrate success

“There’s no denying that a little recognition can go a long way. So, to continue motivating your remote workers, remember to recognise and celebrate their success. From passing probation to reaching monthly targets, there [are] lots of things to highlight in the workplace.

“Employers can praise employees on video calls, in monthly catch-ups or during team meetings. And, whether they use Slack or Microsoft Teams, it’s also a good idea to create an achievements channel for this very purpose.

“By creating incentive programmes and remembering to celebrate success, employers are supporting intrinsic and extrinsic motivational factors. This is motivation that either comes from within an employee, such as happiness and fulfilment in their role, or beyond, including incentives and rewards. These keep the team driving forward while catering to every employee’s needs,” the group said.

4. Practising and encouraging transparent feedback

“Next, transparent feedback is important in the workplace. No matter the nature of the job, employees should understand the successes and potential pitfalls of their performance, thereby promoting constant growth for their remote workers,” Weekly10 said.

“However, communication is a two-way street. Employees should feel comfortable voicing any praise or concerns of their own. By conducting frequent 1-2-1 meetings, team members are more likely to feel comfortable sharing their feelings, and understand the option is there for them to do so.

“With this clear line of communication, employers are better able to spot issues, find solutions and help the team develop.”

5. Prioritising health and wellbeing

“The health and wellbeing of employees is paramount. If they are suffering from a physical or mental ailment, for example, it will inevitably affect their performance at work. That is why they should feel comfortable confiding in managers and taking sickness leave,” Weekly10 said.

“To promote health and wellbeing in the workplace, employers can organise online mental health catch-ups, virtual guided meditation classes and more. Then, in turn, remote workers are more likely to engage with the business.”

What not to do

While often the default, Weekly10 advises businesses against utilising time-tracking software. The software, which is a commonly used tool, gives managers greater insight into the daily activities of remote workers, including the level of work being completed at home.

“It’s easy to consider businesses in a purely quantitative manner. However, these companies are made up of people from all walks of life with various personalities. This means that one method of encouraging engagement, such as time-tracking software, does not always work,” Weekly10 said.

“Despite the visibility it gives employers, time-tracking software is actually harmful to the productivity of remote workers. Not only can it put unnecessary pressure on workers to complete tasks, but it can also foster a mistrusting environment that demotivates workers.

“Alternatively, employees can measure outputs and impacts with regular meetings, use goal setting to establish clear expectations and build a culture based on trust, rather than using time-tracking software.”