Published in Relocate Global on 23 June 2021
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Our managing director, Jonathan Beech shared his tips on managing & motivating remote workforce.
The global pandemic has brought many challenges but also opportunities. Employees in different geographies have different experiences of lockdown. Open communication and flexibility at the workplace will ensure employees feel included and supported and will help prevent burnout and stress.
Once restrictions are lifted and everyone can return to the office safely, some may choose to work from home permanently. Therefore, it is important to adapt to new working practices and keep in touch via technology to streamline the response rate.
Adapting to new working practices
Leaders should not only restate, refresh and clarify their postpandemic business strategy but also let their employees share ideas on inventive and sustainable hybrid ways of working that can deliver this.
Changes to new working practices may include reconfiguring office space, tech upgrades and new meeting practices.
A hybrid work model can make it easier for both traditional and digital companies to recruit talent from around the world and expand without the need for more physical office space.
Managing employee expectations and mental health
According to a research by AXA Global Healthcare 39% of the expats surveyed felt that their mental health has deteriorated as a result of the pandemic. Therefore, it is important to ensure that individuals feel comfortable about attending the office for work when required.
Creating safe spaces to avoid burnout
Remote and flexible work policies can help avoid high employee turnover caused by burnout, mental distance from one’s job and feelings of professional inefficacy.
Listening to team members and giving them a voice
Managers must act in a way that keeps their teem feeling that their safety and health is valued and prioritised.
Jonathan Beech Managing Director
Our managing director said: “It is a case of effective dialogue and being prepared that some employees may believe that others are being given an advantage such as more days working from home than other employees in other geographical locations. Weigh up individual needs and expectations but ensure there are protocols that all employees must adhere to.”
Managing & motivating global remote workforce
Employees should be managed with local restrictions in mind.
Regular communication must be maintained with stuff. If companies offer any additional counselling services, these should be clearly offered to staff.
New opportunities come with new ways of working
Those who have empowered by remote working could be disadvantaged by by returning to a 100% office based model or even a hybrid set-up.
Remote working improves engagement for companies with multisite employees. The key to success is finding ways to communicate effectively.
Will technology replace business travel?
Some say there will be less travel and more video conferences.
However, a recent adapt survey shows that employees are more interested in an international assignment than before the pandemic. Offering these opportunities will be important.
Things won’t go back to normal right away but business travel and international assignments should start to pick up in the second half of 2021 and into 2022, especially in countries with strong vaccination programmes.
If you need advice on how remote working can affect hiring from overseas contact Migrate UK.