Some companies believe it’s completely normal to have a high employee turnover, but this is incorrect. As Idealistic as it may sound, companies should aim for their workforce to stick at their job until retirement, as having long-term employees come with various benefits. Someone who has been on the team for more than a few months has already made connections with their coworkers, is familiar with the company’s values, and has thoroughly learned how to do their job. If people leave prematurely, you’ll have to start from scratch with the next hire, which means spending time and resources training them up and helping them adapt to the team.
If making your team members stay is already a challenge, it’s even harder when they work remotely. Admittedly, the availability of remote work has created more opportunities for people looking for employment, as their location is no longer an issue. However, remote work can make some lose interest in their jobs more quickly. It comes as no surprise then that they may jump ship for a better-sounding opportunity if they’re not engaged enough with the company.
Remote team members emphasize that this kind of work has improved their work-life balance. Even so, it’s often overlooked that remote staff tends to overwork, which ultimately results in burnout and a resignation letter. Another common reason for leaving is when professionals aren’t given new challenges. It goes without saying that It’s the company’s job to do everything in its power to retain top talent.
Remote work is lonely. As well as providing your team members with the necessary tools to work, you must also prevent them from feeling isolated. Loneliness is the fastest route to demotivation, and it’s possible their responsibilities aren’t helping to make them feel part of the team. However, checking in from time to time can change this. It can be just a quick instant message asking how they are, sending a ‘Happy Birthday’ message, or engaging in small talk. Of course, work-related topics shouldn’t be addressed in these casual interactions. Another way to increase team members’ loyalty is to surprise them with a gift – be that for Christmas or any other special holiday. Even a small thank you voucher works wonders in improving an individual’s sense of being valued.
When a new team member joins, the first thing to do is to set clear goals. You must always be honest about what you expect, as you’ll quickly alienate them if your expectations are different from what you initially laid out. Additionally, employees need to feel that you’re following their progress even if you don’t have one-to-one meetings. So, it’s imperative to constantly update them on how they’re doing. However, be mindful of your tone, as poorly phrased feedback can easily stress them out.
You should also pay special attention to team members’ achievements and point them in the right direction when they make a mistake (without reprimanding them). Providing feedback is also the perfect timing to assure them that you consider them a valued team member despite their mistakes.
Working remotely usually means that employees don’t meet each other. Therefore, hosting online and offline team meetings is key to ensuring that new hires get familiar with who they’re working with. Team meetings are also the only time when they can meet up with coworkers from other departments, giving them a glimpse of ongoing projects they aren’t part of. These events are also perfect for discussing hobbies and interests, which allows team members to bond with each other over common interests. This way, they’ll know who to reach out to when they want a bit of chitchat.
In just a few words, onboarding new employees is to teach them about their role and the company’s history, policies, and processes. The new remote hire will likely get lost with all the information and have a hard time finding the right person for help. Fortunately, online manual software Trainual can make all this a cakewalk. It helps you create an onboarding program in a user-friendly manner, allowing you to share different information depending on the worker’s role. It also lets you lay out your company’s policies, software used, and organizational chart, making sure new hires won’t feel lost when they need to ask for guidance.
At the end of the day, it’s up to you what method you choose to keep your remote staff. Some team members require some handholding, while others will attempt to solve everything independently. The key is communication: get to know them and make them feel that you value them not only as new members of your workforce but as people in general.
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