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To keep remote workers motivated in the current business environment created by the COVID-19 pandemic, managers will have to utilize a variety of technology tools and communication methods in their remote team management strategies that encourage engagement, collaboration, satisfaction and accountability among workers.
Remote work is no longer an attractive perk reserved for knowledge workers or business executives, instead, it’s the new and indefinite norm for essential and non-essential workers across the globe.
Yet, despite the rising number of remote workers, business leaders and managers are facing increasing challenges when it comes to remote team management, with some managers admitting to feeling burdened with the added responsibility of keeping their remote teams engaged and productive during work from home directives.
This means that management, both new and tenured, must continue to hone their remote team management skills so that each member of their team feels motivated and valued.
Managing remote workers successfully means managers must have the support of their organization’s IT and Human Resources Department in order to provide flexible work options and communication tools that will differ from the status-quo.
At this stage of the COVID-19 outbreak and with World Health Organization’s declaration of a pandemic, many essential and non-essential businesses around the globe have moved beyond their immediate business continuity and crisis management plans - and work from home directives have quickly become the widespread new and indefinite norm.
It’s a challenge for organizations from both a technology infrastructure and day-to-day operations perspective, and many managers like yourself are most likely facing a crash course in managing remote workers.
It’s also highly likely that most have never worked 100 per cent-remote before, let alone managed other teams in this environment. And managing remote teams during COVID-19 and the ensuing global unrest may seem like an overwhelming and daunting task.
Yet, effective management is essential now more than ever, and will require more than just the right technologies – managing a team remotely will require the right type of leadership too.
They go by many different titles: contingent workers, gig employees, freelancers, consultants and contractors, but regardless of naming, they all serve the same purpose in providing organizations with flexible, skilled staffing solutions to help employers quickly respond to market changes and demands.
In an effort to save on cost, better manage talent and regain control over their recruits, organizations have become increasingly more comfortable taking on some or all of the contingent worker engagement process for simple or frequent openings within their organizations.
The practice of engaging contingent workers directly is known as direct sourcing, and while it's true that direct sourcing can save organizations money, the opposite can also be true if the company doesn’t have the proper resources in place or a formal program to manage the process.