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.
In today’s competitive business climate, organizations need an agile workforce that can execute strategies and achieve corporate goals quickly and efficiently. Yet, employers must also be responsible for managing their workers’ wages, bonuses, and deductions as well as provide support during the length of a worker’s assignment(s).
It’s a complex, time consuming process, and staying on top of the frequent changes to legislation can be problematic. Any oversights will result in non-compliance, which could lead to serious fines and negative employer branding.
To stay compliant and competitive, growing organizations will typically shift from a ‘direct contractor payrolling model’ to a third-party payrolling model, either built around the selection of a dedicated supplier or through informal referrals to a variety of vendors.
But which model is the best option for bringing qualified talent quickly and cost effectively into your contingent workforce? Depending on your organization’s acquisition needs, below is a list of payrolling models to consider:
Working from home during the COVID-19 outbreak involves a combination of technologies, time management, communication and finding the best work/life balance that realistically works for you.
The global COVID-19 pandemic has presented an unprecedented situation - one that's affecting all of our families, our communities and our businesses.
Around the world, precautions are being taken in the workforce to protect the health of all individuals and prevent the exposure and transmission of COVID-19 outbreak among workers. These types of precautions include things like, work travel bans, cancellation of in-person meetings, events and conferences; self-quarantining and working remotely until the dangers pass.
This leaves, however, the workforce to deal with an unusual challenge: Working from home for the first time.
Even if you have experience in remote work, voluntary or mandatory working from home because of COVID-19 probably seems like a whole new world - and it's most likely feeling very sudden and abrupt.