Both managers and their employees love the idea of remote work.
From the employee side, remote work offers comfort, flexibility, and an alternative to a long commute into the office. In fact, a third of American workers say they’re willing to take a small pay cut in exchange for such an opportunity.
From the management side, remote work gives businesses the flexibility to run a little leaner because of reduced overhead costs.
But remote work arrangements require managers to place additional trust in their employees — and for those employees to earn that trust by proving they’re able to do good work from wherever they are.
This is a challenge for many people, especially first-time remote workers. A kitchen table or a corner seat at a cafe is a cozy place to work from, but those environments can be surprisingly distracting.
It requires real discipline to be able to work from anywhere.
Further, not having colleagues and bosses physically present removes a feedback loop that many people have learned to rely on. Bringing that feedback loop into a purely virtual realm can make some people feel disconnected.
It takes a new set of communication skills to remain connected with remote colleagues.
By the same token, team leaders have an obligation to ensure their team is set up for success when working remotely. That’s why teamfocus has put together this infographic below. It shows managers what factors lead to disengagement (real or perceived) from remote workers, and what steps they can take to get their teams back on track.
Source: 5 Types of Problematic Remote Employees – www.teamfocus.me
Please note: I reserve the right to delete comments that are offensive or off-topic.