5 Tips for Managing a Remote Workforce

During the COVID-19 pandemic, millions of employees who had worked for years (even decades) in an office setting were forced to work from home for the first time, drastically increasing the remote workforce around the world. As industries and governments navigated this new terrain, many did not realize that they had become part of an already increasing trend.

With the growing dominance of technology-based work, the need for in-person work has diminished in most fields, and many of the world’s top employers had already begun allowing more and more of their workforce to do their jobs from home.

The pandemic thus accelerated a trend that was already happening, and now that many employees and employers have seen what this looks like, they’re opting to stick with it. This means that to attract the top talent in your industry, you might have to consider offering remote employment as an option.

That can be a tremendously beneficial change, if it is handled right. Below, we’ll review five key tips for not only managing a remote workforce, but helping it thrive.

1. Understand the Employers’ Responsibilities

The transition to a remote workforce happened in haste for thousands of companies and millions of employees in 2020, but now that so many are sticking with it, there’s an even greater need to understand the rules and regulations that govern remote workers.

Many companies may not realize that they might be obligated to pay remote employees a stipend that covers the costs of necessary technology and equipment. This may include the costs of Internet, phone, electricity, essential supplies such as printers, paper, and even furniture.

You might be tempted to scoff at an employee’s request for an ergonomic desk or chair, but don’t be so quick to assume: you might actually be responsible for providing it.

In states such as California, the laws governing remote work are complicated. With home and workplace blended, employers can even be responsible for injuries that occur at home under workers’ compensation laws. It is therefore very important to consult experts to make sure you follow all the regulations to the letter.

2. Decipher Tax Considerations

Especially once permanent remote work is made available, your employees may decide to move out of state. This can greatly complicate taxes for both you and them. Be sure to take these changes into consideration by consulting tax experts.

3. Adjust Operations and Policies to Accommodate a Remote Workforce

Everyone’s lives will change once some, most, or even all of a company’s employees work remotely. Therefore, company operations and policies must change as well.

It’s time to familiarize your staff with and utilize teleconferencing tools and project collaboration platforms, since people won’t meet face to face anymore. It’s also time to invest in paperless records and digitization, so that your remote employees have access to the same resources as though they were in person.

User Activity Behavior Analytics tools and software can help you analyze the sources of operational delays in real time.

In addition, policies and practices for remote employees will be very different. While you may be able to require that they be available during normal business hours, the reality is that many things will pull them away throughout the day (everything from getting kids on the school bus to barking dogs to a grocery delivery). The key is to focus more on tasks than time.