It is estimated that 50% of employees already work in some sort of telecommuting role and up to 90% of all office workers say they would like to work remotely (Global Workplace Analytics). Listening to the needs of your employees will support their work-life balance and if done effectively, may increase the productivity of your business.

Providing part-time or full-time options to work from home may seem challenging, but there are some simple ways to ensure everyone feels part of the team. Having clear goals and developing trust are the foundations for any remote working relationship, and you most likely do these things already with face to face staff.

Goal Setting, Not Activity Monitoring

Chances are, your remote workers choose to work from home as they don't mesh with office hours, or are matching their work with other responsibilities. The worst thing you can do is closely monitor the times they log in or keep pestering them about deadlines. Remote workers are often independently motivated and respond better to clear expectations rather than constantly checking in. Let them know that you trust them by giving them space. If you do need to know how many hours they are putting in, there are some great apps for logging time that won't interfere with your worker's sense of ownership and privacy.

Trust

This goes both ways. You need to trust your employees (as outlined in the previous point) and they also need to trust you. Do what you say you will do and follow up! Does everyone at work get a free T-Shirt from the latest client? Make sure you send one to your remote workers too (and one for their kids!) Learn how to use technology and make sure they are included in meetings when you say they will be. Conference calls, white board brainstorming, and group chats all help your remote workers feel included and if they have set aside their morning to meet, you need to make sure your end of the bargain lives up to the deal.

Build Relationships

When it is time for a phone call, make it personal. You might be the only conversation your remote employee has had all day. Small talk and remembering details about their family or personal goals will help them feel they are part of a community, not just a out source. Planning to have the voice chat is essential too. Just like building trust and following through, if you ask your remote employee to be available for the call, make sure you are prompt and on time too.

Your remote work force should be an integral part of your team, not additional work for you. Keep all your ducks a row and lead them to success!