Acknowledging remote workers’ contributions

I’m always happy to pass on great info...and this is great info! I’ve included a few snippets below lifted from the full article.

Many of the challenges of adopting remote working is figuring out how to translate key in-office practices to virtual teams. One element too often overlooked in this process is the adaptation of worker appreciation protocols. Nevertheless, taking the time to recognise the efforts of a talented workforce is still essential to productivity, retention, and a solid culture in remote operations.

Let’s take a moment to examine some of the ways of showing and receiving appreciation in remote working environments.

Recognition programmes

Many businesses have formal recognition programmes in place for their in-office workers. However, the forms this takes don’t always translate well to remote circumstances. It’s certainly less practical to provide perks like Friday donuts in the break room or a fun team day trip when employees are geographically disparate. However, scrambling around for remote alternatives is both impractical and not especially sustainable. As such, businesses need to develop formal programmes specifically for remote teams.

Trust and independence

Worker appreciation isn’t just something that should be applied on special occasions. It needs to be built into the culture of the company and be reflected in working practices. Taking time to understand what employees most value in their roles and leaning into these can be a great way to recognise their efforts. For remote workers, this includes managers demonstrating trust by allowing a certain amount of independence.

Relevant benefits

While benefits shouldn’t be directly linked to performance, regularly updating and improving them can help demonstrate appreciation. For remote workers, this should include establishing benefits relevant to their working circumstances. 

Development and progression

A recognition programme can be insufficiently motivating for remote teams. A company may provide some nice perks or benefits, but it could be inadvertently missing key areas of worker enrichment. The potential for development and progression is a primary motivator. A recent report found 94% of workers would stay at a company longer if it invested in their professional learning. 

Do you need more detail on this subject? Head on over to the full article HERE for more ideas and perspective. Afterwards, why not drop me an email to share your thoughts (support@linkedva.com).