Productivity Pitfalls: Managing Work-From-Home Employees

Managing a remote team comes with its own set of challenges, especially when it comes to maintaining productivity. In a small business, everyone needs to be engaged, as small errors can cause the loss of a customer. Here are common productivity pitfalls and how to address them effectively:

Lack Of Clear Expectations

Without in-person supervision, some employees may take advantage of the situation to “slack off”. To combat this, clear expectations need to be set on defined working hours and availability to the team; meeting deadlines of assigned tasks; and performance measurements. The conditions under which the employee will be required to attend the office should also be laid out (e.g. no internet or weekly in-person meetings). It should be stressed that management still needs to be informed in case of illness or the need to be offline for a personal appointment, just like the in-office setting.

Distractions At Home

Home environments can be full of distractions, from household chores to family members needing attention. Encourage your team to create a dedicated workspace and set boundaries with those they live with. Provide training in time management techniques to limit procrastination and maintain focus.

Lack Of Accountability

Many employees struggle with accountability which is exacerbated without the physical presence of a manager. Assigned tasks should have clear deadlines and regular check-in points for progress updates. Performance management tools should be used to provide regular feedback and correct performance issues promptly, to minimise team impact.

Isolation And Loneliness

Remote work can lead to feelings of isolation, which can affect morale and productivity.

Encourage regular virtual team meetings and in-person social interactions. Off-site team-building activities can also help maintain a sense of community.

Overworking

Some employees may feel the need to prove their productivity by overworking. This can result in anxiety and burnout, leading to decreased productivity long term.

Promote taking regular breaks and sticking to set work hours.

Encourage a culture that emphasises timely results rather than hours worked.

Working from home is not for everyone.

Managers need to know who thrives in remote settings and identify those who struggle with productivity, providing supervised office space for the latter to flourish.

. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .