How business leaders should adapt to remote working

At Exceda we recently advertised our first ever fully remote role and we were astounded by the response. For a lot of roles, we usually expect around 10-20 applications, but with a UK based remote role, we received 118. Of course, this meant more work for us with regards to working through applications and filtering CVs but this did mean our client had a really diverse talent pool to choose from. Seeing at least 6x more applications for a remote role vs a hybrid role means employers need to embrace remote roles to attract the best talent. Are you ready to manage a fully remote role? Here’s how.

Do we really need to go remote? 

The fact of the matter is we’re now experiencing the toughest jobs market we’ve ever seen. Our recent guide discussed why this is and how to navigate it. Remote working is just one of the ways employers can stand out from the crowd. Is it the be-all and end-all? Absolutely not, but it does make your workplace more appealing to people who live in remote locations, are disabled, or have at home care responsibilities. 

It’s vital that you make yourself and what you offer competitive in order to attract staff that are at the top of their game. 

Want to read our expert guide, How to navigate the toughest recruitment market ever? Then sign up to our mailing list to receive our free guide.

Remote working works when you buy into it

If you’re open to remote working for a job that you advertise, make sure that that is also available to the staff that you already have. Staff turnover costs businesses money so make sure that new benefits are available to everyone. 

Create a virtual onboarding procedure 

When talent joins your organisation, make sure that you can onboard them as thoroughly as you would someone joining face to face. Set up meetings, work through a shared onboarding checklist, and work with your IT team or supplier to ensure that everything can be accessed remotely. Arrange with a candidate when and how they would like to receive items such as their work laptop and work phone ahead of their start date. 

Things like health and safety should not be forgotten. Arrange for a remote workstation assessment to reduce the risk of issues such as RSI. 

Put systems in place

Do you want your whole team working on Skype, Teams or Slack? A collaboration tool is a fantastic way of ensuring that remote workers feel part of the action, wherever they are. It’s also worth establishing if your team requires a project management tool so that you and your team know what everyone is working on and what is expected of them. 

With 93% of professionals feeling that their workplace would be improved through greater use of technology, these investments won’t just be beneficial for remote workers, they’ll also benefit hybrid and office-based staff. 

Keep in touch 

Schedule regular meetings and get-togethers that happen online or via phone. This could include a monthly one-hour social where teammates come together to discuss their favourite books or tv shows, host a quiz, or play a game. Creating time within the working day for colleagues to socialise is a great way of improving working relationships and building comradery. 

Set expectations

When do you expect someone to be available online? What are the core hours? And when and where is there flexibility? 

This is a fantastic way of ensuring that you and your employees know what is expected of them. By having core hours, your whole team knows when is appropriate to set meetings and when some team members may have some flexibility. 

Respect boundaries 

Just because somebody is working from home, does not mean they are available to work whenever they are at home, that’s simply unsustainable. Ensure that people work to their contracted hours, and working above this is the exception and not the rule. 

Encourage staff to take time away from their desks, much like they would in the office, to take coffee or tea breaks and a proper lunch break. Spending time away from desks is a great way of ensuring that people are more productive when they’re there. 

It’s good practice to encourage employees to put any longer breaks like their lunch break in their calendar so that other teammates know when not to schedule meetings. 

Short vs long meetings

What works in real life doesn’t necessarily work remotely. Long meetings mean people’s attention wanes when they’re just tuning in online. The lack of face to face contact and distractions of the home means that short meetings work better. 

If a meeting can instead be a few messages or an email, make sure that’s what you do. You’ll waste less time, be more productive, and not make remote staff feel like all they do is sit in meetings. 

Provide the same opportunities for virtual teammates 

Whether it’s social events, access to perks, or the opportunity for training, promotions, and progression, make sure the same opportunities are available to everyone. 

If you offer top of the range gym membership to your office-based staff, ensure you provide similar localised options for your geographically dispersed staff. Similarly, if you have a fast-track promotion scheme that includes training and support, make this accessible to all. 

By ensuring that remote staff feel part of something, you’re going to up your staff retention rates as well as staff satisfaction and productivity. 

Celebrate success

One of the best ways of ensuring an excellent company culture transfers to a remote team is by celebrating wins together. 

Whether that’s a virtual shoutout, providing staff with an online HR system that allows them to provide kudos to each other, or even a weekly wins meeting, make sure that everyone’s efforts big and small are celebrated. 

Even if this isn’t something you do now with your office-based team, it's great to create a positive culture within your organisation. 

Ready for remote? 

We’ve covered how to adapt to remote teams, how to manage staff, why setting core hours is beneficial, and why you should be keeping meetings short. We’ve also suggested some simple ways of ensuring you instil a positive company culture and keep employees satisfied, engaged, and sticking around long-term.

Got a role in mind? Drop us an email.