How Entrepreneurs Can Leverage a Remote Workforce

/in /by

StrategyDriven Managing Your People Article |Remote Workforce|How Entrepreneurs Can Leverage a Remote WorkforceAround 36% of companies report that they will be using a hybrid work model permanently. But despite the prevalence of hybrid work ecosystems, some entrepreneurs may feel hesitant to take the leap. Some reason that it’s important to have in-person connections with their employees, especially when the business is new or in a growth phase.

Even though personalized connections are important, there’s no reason to limit yourself to a traditional, office-based work environment. And with the variety of cloud-based project management tools available, you may be able to get even more out of hybrid or remote workers than those sitting in the office.

Use a Project or Merit-Based Compensation Structure

How do you know if your remote workers are earning their pay? You can eliminate uncertainty around this question by using a project-based compensation system. In this way, employees get compensated, at least in part, according to their accomplishments, as opposed to simply putting in hours or connecting to your system. Here’s how this can work, step by step:

  1. Set up milestones for projects.
  2. Provide your employees with two kinds of pay: a weekly minimum and a milestone-based bonus.
  3. Evaluate progress towards each milestone on a weekly basis, providing adjustment, encouragement, and tools to support your employees’ efforts.
  4. When the milestone has been attained, have a brief meeting to review the quality of work, how they felt about the process, and how you can better support them for the next milestone.
  5. Pay your employees. Even if the end result isn’t quite up to your expectations, pay your employees anyway.

This kind of structure works well with anything that involves employees producing a product. However, a milestone-based system could be a challenge when employees perform duties such as customer service or tech support, where success is at least somewhat determined by the experience of the person they’re serving.

If this is the case, you can use high-level metrics as milestones, providing remote employees with bonuses when those are met. Naturally, the longer the period between bonuses, the higher the base pay needs to be. But regardless of the ratio, bonuses are a powerful motivator for employees you can’t monitor face-to-face.


Use Cloud-based Project Management Tools

A lot of business-critical work can either be accomplished digitally or produced in a digital format. If this is the case with your remote employees, you cannot only use project management tools to organize tasks, but you can also use them as a conduit for submitting work products.

The types of tools you use will depend on your industry and the infrastructure of your business. However, in most cases, you can gain both organizational and operational efficiency with the right digital solution.
Some common project management tools that work for remote employees include:

  • Monday
  • Easy Projects
  • Zoho Projects
  • ConnectWise Manage
  • ProntoForms
  • Wrike

Regardless of how you keep track of what your employees do, it’s important to maintain open lines of communication. Fortunately, many project management solutions also include several forms of communication, so they can serve as platforms for both interaction and production. You can also use vanity toll-free numbers to encourage remote employees to reach out whenever they want to ask questions or need support. For example, the number could be something like 888-HELP-NOW, which would be a breeze for remote employees to remember, providing simple access to the support they need–as easy as walking down the hall to chat with IT.

Provide Structure—But Not too Much

By striking a balance between structure and employee freedom, you can create an atmosphere that encourages employee satisfaction and productivity. Even though clocking in and out may work well for a manufacturing facility, forcing employees to register exactly when they log in, and disconnect can have negative consequences. They may feel like “big brother is watching” when you want them to see you as a helpful resource focused on supporting their achievement.

Here are some ways you can set up a structure that respects employee wishes without weakening your operation:

  • Hold employees accountable for what they do and create instead of when they’re in front of their screens or taking calls. Provide positive feedback when their production meets or exceeds expectations and constructive feedback when it falls short.
  • Use a flex-time setup, where employees can take breaks when they’d like but for a limited amount of time. For instance, they can have an hour-and-a-half of downtime every day whenever they want.
  • If your business model allows for it, give employees the freedom to work on weekends as well, especially if they have to take care of something during the week and don’t want to lose pay.A remote workforce can save you a lot of money when it comes to office expenses while simultaneously enabling greater agility. With a project-based payment structure, cloud project management tools, and just enough structure, you can create a productive remote work environment that makes employees happy while making you money.

 

The Big Signs An Employee Deserves A Promotion

/in /by

StrategyDriven Managing Your People Article |Employee Promotion|The Big Signs An Employee Deserves A PromotionA happy, driven employee is better than one who feels like they’re stagnating and going nowhere within their career. It’s a simple truth, but it’s still one that’s sorely misunderstood. It can be complicated to meet employee needs from time to time. But overall, it’s up to you as their employer to ensure they feel like the former at least 75% of the time.

To do this, you’ll need to grant regular performance praise, pay rises, and promotions. The latter option covers all three! That makes it the best way to recognize someone who meets the challenge every time. But when should you give a promotion? When an employee shows signs like these.

They Take Initiative without a Problem

If someone knows what they’re doing, it’s going to show in their work. Look out for signs of initiative, and someone who can take it without needing to be prompted. This person is a self sufficient worker, and is able to find drive and motivation with little to no worry. That’s someone you want managing your team for you! Be sure to chime in with a good word every so often, but be sure to observe when they’re acting on their own.

They’ve Been Improving Qualifications

As a boss, don’t worry about an employee’s career plans. Instead, think about ways to utilize their skills to the fullest while they work for you. Encourage them to seek out new learning and further training.

Walk through potential courses with them, such as a Healthcare Administration Certificate Program if you run a medical business, or an MBA degree if you’re a marketing unit. And if you find out they’ve been working on their resume outside of work hours, not only does this show their ambition, but also their dedication to your cause.


They Work Well with Others

Working well with others means a person has strong social skills, and is able to adapt to a situation no matter what’s going on. Office politics can be tricky to navigate, but someone who stays out of ‘drama’ and is able to smile and chat politely to all around them is a clear team player. Even if they have personal gripes from time to time, they bring professionalism to the door and use it to the full within the working day.

They’re Not Perfect, But They Deliver

No one is completely perfect at their job – we’re all human, after all. However, a person that deserves a promotion is someone who understands this. They’re not always looking to impress; they just want to get a good job done.

They’re also willing to make mistakes and own up to them, and allow themselves to learn from them in the future. And if you’ve got someone on your team who has such an adult, rational approach to their job, call them in for a very productive chat!

Promotions aren’t granted lightly. If an employee passes tests like these, it means they’re clearly deserving of the responsibility.

5 Staffing Conferences To Elevate Your Business In 2022 and 2023

/in /by

StrategyDriven Managing Your People Article | 5 Staffing Conferences To Elevate Your Business In 2022 and 2023To keep the best talent, you need to know the level of engagement in your organization. Unhappy employees have options and employee retention is difficult in today’s market. To keep employees connected from executive to intern, it will take a strong commitment to understand the pressures they face in everyday life and support them as they struggle to find work that provides more than just a paycheck.

Focus On Employee Growth

As your executives work to build the best team in a tight labor market, information from staffing conferences in 2022 can help them see the best choices for the future of your company. There are employee pressures coming that many executives, especially older leaders, may struggle to understand.

Many younger generations know that they constantly need to be building better skills to stay competitive in the job market. Your executive team needs to know how to structure this training. They also need to know what is on offer from other employers in your industry and region. Because everyone needs to find quality talent, the pressure on your executive team to keep the employees you’ve invested in will be intense.

Focus On Retention

Of course, your pay and benefits offering will need to stay current and competitive to bring in the best employees. Make sure that, once hired, your employees stay engaged. In addition to giving them manageable work requirements and achievable goals, look for ways to build engagement.

Employee engagement is often closely tied to the community in the workplace. Group gatherings, fun events, and team-building opportunities abound. However, you will also want to strive for methods of private engagement. For example, you can check with local charities for individual volunteer opportunities. You may find that an elementary school needs reading tutors or a high school needs mentors for students at risk. The ability of an employee to take paid leave for such volunteer time could do a great deal to boost their connection and loyalty to your organization.

Look For Training Across Generations

The bumper sticker thinking associated with conflict across generations may not be obvious in your office, but it does get a lot of cultural focus. Look for training opportunities that will boost connections between boomers, Gen-Xers, millennials, and Gen-Z.

Understanding the viewpoint of another employee can be easier with an understanding of the crucible in which they were formed as an employee. An older baby boomer who got to kindergarten and had to struggle to stand out in an overcrowded room has a very different view of workplace competition than someone from a later generation. The more employees know, the better they will connect.


Build In Flexibility

Workplace flexibility, including the option to work remotely, will be critical as we move forward into 2023. That being said, your managers and leaders will also need to be aware of how to support the employees left in the office.

Make sure that the training and opportunities for personal growth created by your staffing conference choices also include employees who remain in the office. The risk of friction and resentment between remote and in-office employees, as well as between in-office employees and the leaders who require them to be there, can be destructive. Do your best to offer similar opportunities and flexibility to all employees.

Invest In Well-Being

The phrase “work-life” balance will continue to fall by the wayside through 2023. Employees are looking for flexibility, but they’re also looking for a way to integrate their job into their life. To that end, look for staffing conferences that offer training on

  • time management
  • stress management
  • personal finance and budgeting skills

Of course, not every employee is able or interested in traveling to such a seminar. Consider contracting with a provider that can allow personal training on their desktop. It should not be out of the realm of possibility to provide an employee with at least an hour’s paid training per week on a topic that will improve their work life and their life at home.

With a very tight labor market, employees will have to offer more than their salary. A happy, well-rounded employee who has access to training that will allow them to improve their skills and balance their life effectively has a better chance of staying. The more people you retain, the more skills you have at your disposal.

The Case of the Never-Ending Workweek: How to Manage Employee Stress in the Face of Overwork

/in /by

StrategyDriven Managing Your People Article |Workweek|The Case of the Never-Ending Workweek: How to Manage Employee Stress in the Face of OverworkIt’s no secret that the American workweek is long. In fact, it’s been getting longer for the last few decades. The average worker now puts in 47 hours each week, and nearly one-quarter of employees report working more than 60 hours per week. For some people, this overwork is a choice – they love their job and can’t get enough of it. But for many others, the never-ending workweek is a source of stress and anxiety. In this post, we’ll explore the causes of employee stress related to overwork and discuss ways to manage it.

The first step in managing employee stress is to understand its causes. There are a variety of factors that can contribute to work-related stress, including:

Long hours: As mentioned above, the average workweek is now 47 hours long. This leaves little time for anything else, including family, friends, and leisure activities.

Pressure to perform: With competition for jobs at an all-time high, workers feel pressure to be productive every minute of the workday. This can lead to burnout and anxiety.

Lack of control: Employees who feel like they have no control over their work or their career are more likely to experience stress.

Poor working conditions: Unsafe or uncomfortable working conditions can also be a source of stress.

Job insecurity: In today’s economy, many workers worry about losing their jobs. This fear can lead to stress and anxiety.

Now that you understand the causes of employee stress let’s discuss some ways to manage it. Here are a few tips:

1) Communicate with your employees:

Ensure you’re regularly communicating with your employees about their workload and stress levels. This will help you identify problem areas and develop solutions. Communication also allows employees to feel like they have a voice in the workplace.

2) Encourage breaks:

It’s important that employees take breaks during the workday. This will help them recharge and come back to their work refreshed. Encourage your employees to take a few minutes each hour to step away from their desks, walk, stretch, or just relax.

A healthy and relaxing break can be in the form of the following:

  • Taking a quick walk outdoors
  • Listening to calming music
  • Doing some deep breathing exercises
  • meditating for a few minutes


3) Promote a healthy lifestyle:

Encourage your employees to live a healthy lifestyle. This includes eating healthy foods, exercising regularly, getting enough sleep, and drinking supplements that help combat anxiety and stress. Your employees can have a look at cbd oil for anxiety as a possible supplement to help them cope with stress. CBD oil is known to have calming and relaxing effects, which can help reduce stress levels.

4) Schedule workshops relating to stress management:

Educate your employees on stress management. Schedule workshops or lunch-and-learns on the topic. There are a variety of stress management techniques that employees can learn, including deep breathing, meditation, and visualization.

5) Offer flexible work options:

If possible, offer your employees flexible work options. This could include flexible hours, working from home, or job sharing. Flexible work options can help employees better manage their work-life balance, which can reduce stress levels.

The case of a never-ending workweek is a real problem for many employees. However, by understanding the causes of employee stress and implementing some stress-management strategies, you can create a healthier and more productive workplace.

4 Reasons Your Staff is Lacking Productivity

/in /by

When it comes to productivity, your team is only as strong as its weakest link. So it’s crucial that you make sure everyone is on board and doing their part in order to reach maximum efficiency as a team. Before you can get to this point, however, you have to find out where the kink in the hose is.

Once you identify the reason for your lack of progress, you can make adjustments where needed. Here are some of the most likely reasons why your staff isn’t where it needs to be, and what you can do to remedy a productivity issue.

Unspoken Frustrations

Even though all of your team may be completely professional, humans are still emotional beings. If your team has a poor working relationship with each other, then they’re going to have low morale. It’s important that you keep your team motivated, and encourage communication among staff. If there are any issues coming up, make sure that they’re addressed immediately so that you can identify any work-related frustrations.

One of the best places to start is having a meeting so that you can go over any pending issues that need to be discussed as a team.

Lack of Praise

If staff members feel like they’re not being recognized for their efforts, then it won’t motivate them to continue working hard. Besides monetary reward, employees also require verbal encouragement and recognition.

Make sure that you bring up a job well done in front of the entire team. When you can praise your employees openly, you’ll give them a sense of value that keeps them inspired to continue delivering their best work.


Poor Leadership

When working in a group environment, it doesn’t matter how strong each individual is at their job if you don’t have a strong leader behind them. A strong manager is essential for keeping everyone on task, and delegating roles based on individual strengths.

As a manager, it’s your job to make sure everyone is fulfilling a role they’re best suited for. After all, half of the battle is delegating to the right people. If everyone is playing to their strengths, then you’ll move much faster with fewer issues that come up as you go.

Time Lost on Manual Tasks

It’s crucial that you’re constantly striving to look for new updated ways to get work done. Sadly, many teams are stuck in the past when it comes to manual processes. If your team is wasting half of their day on tasks that could be done with software, then it’s time to start thinking about an upgrade.

Automation software can save your team hours of manual work per day, and free up your schedule so you have time to focus more on what matters at your business, like forming new ideas and customer relationships.