Some people grab onto this idea of remote work like a lifeline, and others think it’s just a shiny, new trend doomed to fail.
Part of that disparity comes from a misunderstanding about how to build a remote workforce. The former realizes it’s a cultural decision that impacts the whole company and has massive impacts on employee engagement, retention and recruitment. The latter either thinks of it only in terms of technology or has failed at an attempt already.
Yes. Technology is a huge part of creating a remote work strategy. But it’s not the only factor, nor is it the most important.
The fact is, you can’t build a successful remote work strategy until you answer these three questions:
1. Why are you Going Mobile?
If you don’t know what successful remote work looks like, you won’t be able to put the right plan in place.
You may be looking to expand your remote workforce to get access to talent that doesn’t live in your geographic area. Maybe you’re looking to build a more flexible work culture that allows employees to work from home and take care of loved ones. When you know WHY you’re going mobile, it’s easy to set expectations for your team.
2. What are Your Expectations of Remote Workers?
For any corporate strategy to work, you have to communicate your expectations. Remote workers aren’t in the office every day for you to connect with, and they almost always miss out on the camaraderie and relationships built in an office.
Make sure you communicate:
- What hours you want them online and available
- Whether you require them in the office at any regular interval
- How they should communicate with you and other employees
But let’s take it a step further. What expectations are you setting for your leadership and management teams? Before you implement any remote strategy, your entire team should know:
- The technology needs for each new remote position
- How it fits into your overall environment
- Who is responsible for managing and supporting your remote team
3. What is Your Overall Mission?
The companies that succeed in having a productive, connected remote workforce are the ones that know who they are, why they exist and what value they bring to the marketplace. Every employee is driven by a shared, common goal and understands their role in achieving it.
This key piece gets missed often, but it’s integral to the success of any corporate strategy. When you know and can clearly communicate goals to employees, your success is driven by the overall mission. Not where they work.
Once you identify why you’re building a remote workforce, set expectations and create a mission-driven culture, you’re able to build a clear, successful strategy that lets employees work from anywhere there’s an internet connection.
