The world of work has changed dramatically since the pandemic swept the globe. Now in the Covid era, working remotely seems like the ‘new normal’ and no longer a luxury.

Although most employers resisted this sudden transition, they had little choice but to unlearn their previous work and management practices. However, when they experienced the benefits of the remote working model, they found themselves in a dilemma.

In the future, more than 70% of employers are orienting themselves towards hybrid and remote working models for their companies.

However, one thing stopping them from going remote entirely, if not because of the virus, is the constant fear that staff “unproductive.’ While the fears are not entirely unfounded, productivity levels would vary from employee to employee for a variety of reasons.

In this post, we share a few ways you can empower your employees and measure their productivity when setting up remote work to drive better business outcomes. Let’s begin!

1. Measure the result, not the daily activities

The biggest problem with remote work is that managers lack trust in their teams. According to a Yahoo Finance survey, only 22% of American workers found that their managers trust them when it comes to remote work productivity. That’s because they’re used to seeing employees working right in front of them.

More than ever, it is important to build the trust of employees. Instead of micromanagement. Stop tracking their activities on their laptops/desktops; it will only leave them upset.

Instead of tracking what is being done; when and how; Focus on how well and on time the tasks were completed. Interestingly, employees who work from home spend 10 less minutes unproductive each day, are 47% more productive and work one more day per week.

Certainly, employer trust, employee accountability, and making the best use of technology are the true building blocks of successful remote working. As long as the work gets done on time, the “when” shouldn’t matter. Notice,

productivity = power/time

2. Hold daily stand-up calls for quick updates and direction

It is understandable that people who are not supposed to show up to work every day might hesitate. While it’s not right to violate their privacy, it’s best to schedule a “stand-up call” every morning. Besides, you can also organize water cooler chat rooms.

The team stand-up calls should have a clear agenda. It should be shared before the meeting, quickly updating progress and prioritizing what needs to be done next. The senior team members should create effective team meetings and the focus should be on discussing the bottlenecks in the projects and getting them through the right channel.

Most importantly, the stand-up calls start on time and end on time.

3. Be tech savvy

The biggest challenge to remote work productivity is not using the right technology. Yes you’ve read correctly. Let’s address the elephant in the room –

a) How do I work on a task at the same time?

b) How to be time efficient?

c) How can ideas be collected?

These three hinder collaboration and work management when working remotely; Here are some ways technology can help.

a) How do I work on a task at the same time?

When multiple teams or people are involved in a task/project, choose a project management tool that allows your teams to create, edit and save documents and spreadsheets online in real-time. It will help reduce email trail, support real-time view + edit and much more.

It can also be the right anecdote for your managerial urge to see what was done and when (There is an option to check the pages’ display trend.). By keeping track of such a tool, you can identify who is productive on the team. It also offers employees a great way to work and collaborate remotely.

b) How to be time efficient?

If you have employees who work remotely and visit different locations for business, time clock software can be helpful. It helps block early clock-ins and correct missed clocks. It is advisable to look for software that comes with a mobile app. It takes away the unnecessary hassle of managing attendance and importing data to run payroll. For employees, it simplifies the entire process of marking attendance and focusing on their performance.

c) How can ideas be collected?
The biggest challenge with remote work is coming up with ideas, discussing and planning as everyone is working from home in isolation. Look for an on-cloud video communication app that lets you share screens, host meetings, conduct live chats to brainstorm, and spark creativity even when working remotely, so work productivity never takes a back seat.

4. Set SMART KPIs

Creating meaningful productivity KPIs can greatly help employees. While KPIs would differ from department to department, the two apply to everyone.

a) Self-discipline

It involves an employee’s ability to share their results in a timely manner, except for delays in tasks due to things beyond the employee’s control. With work-life merging, employees would no doubt expect some flexibility when working remotely, but can they still deliver on time?

The KPIs can identify which employees are struggling to complete their tasks and may be negatively impacting your larger business outcomes.

b) Effective communication

This KPI shows the attention, commitment, availability and diligence of the employee during working hours. This includes responding to e-mails, messages from colleagues in a timely manner and notifying colleagues, customers and suppliers when a task is delayed for unavoidable reasons.

For example, the team manager assigns tasks to the team for the coming week in advance. If the task review meetings are held, is the agenda communicated to all stakeholders in advance? When an agent is dealing with customers, does he join calls in the desired TAT? Do they respond to emails on time?

An example of setting strong KPIs for sales reps could be average touch points and follow-ups, lead engagement levels, and call volume. While the first two show how effective communication is, the latter shows self-discipline.

By analyzing these and other subjective KPIs that you set, managers have an early opportunity to support and understand those employees whose performance is at risk.

5. Share feedback more often

Annual reviews have no impact in the remote working model. To optimize employee performance, you must follow a continuous feedback system. The data you pull from tools will only help or improve if you discuss and share feedback as a team, identify delays, and come up with a solution that everyone agrees on. In addition, feedback meetings should take place for the entire company, the entire group and, if necessary, one-on-one.

To better understand, answer the following question: Do you hold a monthly review and conversation to look back and see how close or far you are holistically from your quarterly business goals? Do managers hold weekly feedback meetings with their teams? If the employee is underperforming, was a one-on-one interview planned?

6. Check their well-being

The sudden change in work model and lifestyle affected everyone differently. While some stayed with family or friends, some stayed all alone. The same led to increased depression and anxiety, making it imperative for companies to act responsibly. Some ways to control their well-being are-

a) Say no to work pressure. Give your employees the freedom to share their schedules

b) Name a therapist that employees can use anonymously

c) Encouraging colleagues to keep in touch

d) Ask managers to also value interpersonal skills

e) Understanding and supporting the intergenerational needs of workers and more

A simple “Hello! How are you?’, ‘Are you okay?’, ‘Can you talk?’ always works. Nonetheless, since the dawn of remote work, it has become the preferred way of working for most.

A report on the state of remote work highlights that 3 in 4 (74%) people said working from home is better for their mental health in the wake of the pandemic.

So what now? External factors aside, companies need to be mindful of how they can affect the mental health of their employees.

Here’s a contrast –

1. Collaborative Team – Company Policy,
2. Supportive Manager – Dominating Boss,
3. Opportunities to learn and grow – sticking to the same job and position,
4. Recognition – criticism, task clarity – unclear tasks and work pressure.

what would you choose We hope that everything is positive for their well-being, because the more sensible the employees are, the better they work.

7. Reward work well done

Appreciation being monetized? Who wouldn’t love it? A simple Google Form survey can collect feedback and appreciation notes from colleagues for each other. Not only can this be used to present yourself in the monthly virtual team or company meetings to appreciate and boost morale. Additionally, that same feedback and your unbiased observation can be combined to give away rewards for outstanding performance, accomplishment, and the like.

Encouraging 360-degree performance reviews and rewards/incentives for work directly impacts productivity. Surely a great way to boost morale and push your teams to go the extra mile to deliver only the best!

Take your measurements!

As we all learn and unlearn every day due to the sudden clutter of work models, it is imperative to measure employee productivity AND the tools we use to measure it. The tools must help employees stay productive and not sabotage their morale. In addition, they must make sense, keep your employees connected and give them the freedom to work in the way that suits them best.

Be flexible and precise and rethink your methods of measuring, managing and don’t be afraid to adapt. Do whatever it takes to support and empower remote work. It’s still fresh and stressful for everyone, and your team is no different!

In short, trust your employees and your observations of both people and tools. you will be good!

Author Bio

Saurabh Wani is a Digital Marketer at ZoomShift, an employee scheduling tool. He has worked as an HR recruiter for over 3 years where he defined the recruitment lifecycle that helped employees find the right job. He loves to travel and can be seen watching FRIENDS when not working.