The shift to remote work has revealed a stark disconnect between employees' perceptions of productivity and management's views of output. While many remote workers report being more productive than their in-office counterparts, managers often express concerns about oversight and performance. We want to explore strategies to bridge this perception gap and foster a more harmonious work environment.
Understanding the Disconnect
Research from Stanford University indicates that remote workers are up to 13% more productive than those working in traditional office settings. However, managers who cannot directly observe their teams often underestimate this productivity. The lack of visibility leads to a perception that remote employees are less engaged and effective, resulting in tensions over work arrangements.
Strategies to Overcome Remote Working Employee/Manager Tensions
1. Foster Open Communication
Effective communication is crucial in remote settings. Establishing clear channels for regular dialogue can help mitigate misunderstandings. Regular check-ins via video conferencing will maintain a personal touch and foster a sense of connection among team members. Encouraging open feedback can also create an environment where employees feel valued and understood.
Choose a mix of communication platforms that cater to different needs, such as:
- Video conferencing for team meetings and detailed discussions
- Instant messaging for quick updates and questions
- Email for formal communication and announcements
Develop guidelines that outline:
- Preferred communication channels for different purposes
- Expected response times
- Appropriate and inappropriate communication
Share these guidelines in a handbook for all employees.
Arrange weekly or bi-weekly one-on-one meetings between managers and employees. These check-ins provide opportunities to discuss progress, address concerns, obtain feedback and offer support.
2. Set Clear Productivity Goals
Setting clear and measurable output expectations for remote workers from the outset is essential. Managers should outline specific goals and deliverables, allowing employees to understand their expectations and how management will measure them. This clarity will reduce anxiety around performance for both managers and employees. Setting clear, measurable expectations provides a framework for accountability.
Establishing specific, measurable, achievable, relevant, and time-bound (SMART) goals is crucial. For example, instead of a vague goal like "improve sales," specify "increase sales by 15% in the next quarter through a targeted marketing campaign." This clarity allows employees to understand the expectations and how their performance will be evaluated
Selecting the right metrics is essential for measuring remote employees' productivity. Depending on the nature of the work, metrics can include:
- Output: Quantity of work produced. Actions to take or targets to meet.
- Quality: Standards of work completed.
- Efficiency: Time taken to complete tasks relative to output.
- Customer Satisfaction: Feedback from clients regarding service or product quality.
Align these metrics with the organisation's overall goals to ensure they are meaningful and impactful on the company's growth.
Remember that productivity goals should not be static. Regularly review progress and be flexible in adjusting goals based on changing circumstances, such as new client demands or team dynamics. This adaptability helps maintain relevance and keeps remote employees engaged.
3. Implement Regular Feedback Loops
Regular feedback is vital for manager-employee engagement and performance. Managers can schedule regular one-on-one meetings to discuss productivity outcomes, progress, challenges and achievements. Constructive feedback will help remote workers feel more connected to their roles and the company, reinforcing their contributions and addressing concerns before they escalate.
Be transparent in the feedback sessions about the tools used to measure productivity. Enable the employees to provide feedback on their own progress and any challenges they are facing. If the employees' productivity is not satisfactory based on the measures, engage the employees in what further support they need.
4. Watch out for Burnout
Burnout is a significant concern in remote work environments, often stemming from blurred boundaries between personal and professional life. Encouraging employees to establish dedicated workspaces and adhering to consistent schedules can help maintain a healthy work-life balance.
Promoting a culture that respects off-hours will enhance overall productivity and job satisfaction. Implementing strategies for employees to communicate when they will be away from their desks and for how long will build trust and open communication between managers and employees.
Train managers to remember that people are not robots. They need toilet and rest breaks in between their days—just like in the office. Allow for this.
5. Use Productivity Tools Wisely
Utilising productivity tools will enhance collaboration and project management, keeping teams on track with tasks and deadlines and ensuring everyone is aligned on priorities.
Over-monitoring remote workers can undermine trust and stifle productivity, turning what should be a flexible and empowering environment into one of micromanagement and anxiety. When employees feel that every move is scrutinised, it breeds a culture of fear rather than innovation and accountability. This constant surveillance can erode morale, leading to disengagement and burnout, as workers focus more on appearing busy than delivering meaningful results. Trusting employees to manage their time and tasks fosters a sense of ownership and responsibility, ultimately driving better performance and job satisfaction.
6. Cultivate Team Cohesion
Cultivating team cohesion in a remote environment requires intentional efforts to build connections and foster collaboration. Regular virtual meetings with both formal agendas and informal catch-ups help maintain open communication and camaraderie. Encouraging team members to share their successes, challenges, and personal updates creates a sense of belonging and mutual support. Implementing collaborative tools and platforms enables seamless teamwork while setting clear goals and expectations ensures everyone is aligned. Recognising individual and team achievements also reinforces a shared purpose, strengthening the bond within the team despite the physical distance.
7. Address Career Development
Remote workers often face challenges in visibility and career advancement. Managers should actively work to ensure that remote employees receive equal opportunities for development and promotion. Regularly discussing career goals and providing mentorship will bridge the gap and empower employees to take charge of their professional growth.
As remote work continues to shape the future of employment, addressing the disconnect between employee perceptions of productivity and managerial views is essential for business growth. Remote working will not go away.
Incorporating these strategies into your manager training is crucial for successfully leading remote teams. Don’t assume that transitioning from in-office management to remote leadership is seamless—it's a distinct skill set that requires intentional development. Women, with their natural strengths in communication, collaboration, and empathy, often excel in managing remote workers. By equipping all managers with these essential tools, your organisation can create a more effective, supportive, and inclusive remote work environment.
RecruitMyMom assists companies in hiring top female talent who seek remote, hybrid, and flexible work—part-time or full-time. We understand remote workers and the unique traits required to thrive in a remote work environment. Skilled mothers seek out remote and flexible work options to enable them to manage their careers and families without compromising on productivity.
