Remote Employees: Making Them a Part of the Organization

Working from home is a blessing, but are these employees actually connected to the company?

When you work remotely with an organization, it saves your time, reduces your travel hours, and keeps you separated from the workplace issues. But, then often, these employees are not considered a part of the organization and most of the times, they are too disconnected.

According to a recent study, 30% of workers in 20% of companies operating globally are contingent workers.

No doubt, it is becoming increasingly popular to work remotely, on the contract basis, or as a freelancer with an organization. But, that keeps these employees from business transformations, innovative sessions, and creative working. They are only handed over the work on which your in-house team has already brainstormed.

Remote employees are now looking for organizations that include them in the daily functioning and ultimately let them become a part of the organization. Needless to say, this becomes the responsibility of the HR managers to integrate remote employees into the workplace functioning.

Simple Methods to Make Remote Employees a Part of Your Organization

1.      Transparent Working

Transparent working enables streamlining of two functions. First, only contacting over email is not a feasible method. While this may seem the most effective option, it lacks human interaction, which can leave communication gaps. Second, employees on-site need to open up a bit. The connection of the remote employee should not be limited via emails and only to one person. In fact, remote employees should be connected to the whole team so that everyone can freely convey their ideas. This includes that on-site employees should also be willing to communicate in a better way.

2.      Regular Interaction

Although right now HR managers only contact remote employees when it is about work, this should be more flexible. We all know, on-site employees have a better connection with everyone and they talk, interact other than just work. More than this, they are aware of office insights and how they have to work on a project. Remote employees often don’t know about these things. HR managers should take a step to improve this interaction and involve remote employees in regular interactions too.

3.      Communicate Using Technology

Communicating using technology is a major benefit that HRs have today. They can either email the remote employees or talk via face to face communication. While emails are common, face to face communication provides an enhanced way of delivering desired requirements. Although it is not possible to always connect with the help of video calling, using it frequently can increase work efficiency as well as include remote employees in actual conversations.

4.      Make It Simple to Meet

Make it easier for your remote employees to connect with you through emails, calls, video chats, instant messages, etc. It should be as easy as walking to your colleague’s desk. This is beneficial in two ways: first, you will be able to engage remote employees better and the outcome of their work will be enhanced. Second, when remote employees bond with on-site employees, it enables them to work as a team.

Reducing the Difference between Full-Time and Remote Employees

Since the Indian workplace is pacing towards more remote employees, HRs need to adjust to this change. Enhanced remote experience for employees is as necessary as on-site workplace experience. This will not only help remote employees feel a part of the organization but also it will increase your team’s work efficiency.

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HR Connect In house Author

HR Connect In house Author

Our inhouse authors have expertise in several areas of HR and Payroll. Their content contributions have been published in leading blogs, websites and print publications.
HR Connect In house Author

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