Was tun Sie, wenn Ihre Remote-Mitarbeiter nicht mehr engagiert sind?

A good question. And a difficult one. Which no doubt is why managers, CEOs and founders of companys want to see their staff work and keep them in the office or at least have them do Hybrid. I think that staff need to report back as much as possible on what they are doing, so updates from them are essential in giving them short goals, have them be consistent and provide reports of their progress and the manager can feedback to them, on it. Also, motivation is very important; why is the remote worker not motivated? And why are they not asking questions on how to improve or be motivated? A form of communication needs to be drawn up, like; Daily report/ Weeky report of actvities done with goals set by management.

Setting clear and realistic expectations for remote employees is crucial. Defining project scope, deadlines, and quality standards helps them understand responsibilities. Communicating goals and values aligns their work with the company's mission, fostering purpose. Regular check-ins and reviews provide guidance and recognition, ensuring they feel valued and stay on track. Clear communication and supportive feedback mechanisms are essential for maintaining engagement and motivation among remote teams.

Clarity in roles and responsibilities of each member of the team is very important, especially in remote environment. SMART (specific, measurable, achievable, relevant and time-based) goals are important and then various tasks to achieve those goals need to be prioritized. Tools can be used for prioritization. One of the most effective prioritization tools I have found in my experience is the Importance vs Urgency Matrix.

To prevent remote employees from feeling disengaged, establish clear expectations. Define project scope, deadlines, and quality standards. Communicate organizational goals, values, and vision. Implement regular check-ins and performance reviews. Offer constructive feedback and recognition to keep them aligned and motivated.

Cuando los empleados remotos no están comprometidos, es importante abordar la situación de manera proactiva para mejorar la moral y la productividad. Mi primer paso es programar reuniones regulares uno a uno y en equipo para mantenerlos informados sobre los objetivos, expectativas y proyectos. En estas reuniones es importante que cada empleado remoto entienda claramente sus responsabilidades y las metas de su trabajo. Establecer objetivos SMART (específicos, medibles, alcanzables, relevantes y con plazos definidos) esto puede ayudar a mantenerlos enfocados y comprometidos.

In remote settings, effective communication is very important to keep employees engaged. (1) Ensure that the employees feel passionate about the company's vision and motivate them and help them see how their roles and actions contribute towards that vision; on a regular basis. (2) Transparency - setting right expectations and sharing decisions is important; especially with employees who are not part of the meetings where decisions are made. Employees should not feel left out just because they are remote. (3) Regular team meetings and 1:1 Cadence - both for tasks and mental health check-ins are important. In summary - Erring towards over communication is better than under/lack of communication.

4 Engagement strategies for Disengaged remote employees 1. Proactive Measures: When faced with disengaged remote employees, it’s essential to implement proactive strategies to realign their motivation and commitment levels. 2. Open Dialogue: Cultivate an environment of open dialogue where remote employees feel heard and valued, serving as the cornerstone of addressing disengagement. 3. Professional Development: Provide opportunities for continuous professional development to reignite passion and dedication among remote team members. 4. Recognition: Acknowledge and celebrate accomplishments within the remote team, reinforcing a culture of appreciation and motivation.

Have clear development plans. Not all employees have same growth expectations. It is important to understand where the employee sees themselves in the next 2, 5 and 10 years. And developing a plan to achieve those goals is important. Some are happy in the same roles for long term and others have different expectations. It is important for remote employees who seek growth and want to stay remote, to know how they can grow in the company. Again, effective communication is key.