Is Your Organization Equipped To Lead The Workforce Of The Future?
Today’s and tomorrow’s workforce has different demands. They want to leave a mark on the world but do it on their terms. They want the freedom to express their creative ideas, the platform to share their plans with others, and the ability to earn a living in a way that emphasizes work/life balance.
As technology continues to improve the way in which we communicate professionally, remote workers will make up more of that workforce.
So, what does that mean for the future of business? How can you incorporate remote workers into your professional climate? Believe it or not, it’s far easier than you would think.
You see, flexibility in working hours is something that most people prefer. That way, they’re able to take care of the things they need to handle at home without job interference. The end result is more focused, better-adjusted employees who make your company a priority.
The workforce of the future is self-assured.
Young employees believe that authenticity is essential to growth.
They want to pursue their best interest while contributing to companies they believe in.
You have room for these innovative individuals in your workplace especially through telecommuting and remote work opportunities.
What You Need to Do Before You Hire Your First Remote Worker
There are things you’ll want to do before hiring your first remote worker. Getting systems in place ensures that you’ll have a positive experience with employees working remotely.
It’s one of the most compelling reasons for planning ahead before implementing the hiring process.
Here is what you need to do to help make the remote workers you’ve hired successful:
Have them go through a formal interview process
Schedule a time to conduct a video interview so you see them face-to-face.
Although Skype or Google Hangouts isn’t a substitute for a real-life interview, it’s better than phoning a potential candidate.
Hiring for character requires meeting the person. It gives you a feel for their personality, mannerisms, style, and even their future workspace.
Provide them with a clearly-defined job description
The remote worker should know precisely what is required of them.
They can carry out work obligations with greater ease and confidence when they know what their position entails, what are the deliverables and the deadlines.
The more clarity you provide, the better. Not every employee is outfitted for decision making and proper work prioritization.
Make sure you explain everything their position entails, from the equipment and technical requirements to the details concerning a specific task group.
It’s a good legal move to make, too, as it allows you to fulfill the legal requirements as dictated by the law for employers.
Give them a list of written expectations
Think about how will you keep remote employees in check. For example, you can ask yourself the following questions to help you draft a standard operating procedure document to hand out to new remote team members.
- Do they need to attend meetings even though they’re in a different time zone?
- Will they work alone or with a team?
- How often do you need deliverables from them?
- Will they receive performance reviews as often as traditional employees?
- Can they work from anywhere as long as you can reach them by phone and email?
Clearly stating your expectations helps reduce gray area when it comes to what a remote worker can or cannot do in the position you hired them for.
Draw up a contract and have it notarized
Make sure that the worker understands the terms and conditions of the contract so they don’t contest it later on.
Hiring an attorney to draft the document helps you avoid legal issues in the future. The more official the contract is, the better.
Schedule a trial run
Make it known that the remote worker has 30, 60 or 90 days to wow you with their performance. Put it in their contract that they won’t be offered regular employment until after the trial period is up.
If you encounter problems with the telecommuting worker, you won’t be obligated to keep them on your payroll following the pre-determined timeframe you set up for the trial.
Once you’ve implemented the suggestions above, you’re ready to hire your first remote worker. You’re able to give them a test run to see how well they perform while telecommuting.
Future dealings with remote workers are dependent on the experience you have with the first employee hired.
You’ll know right away if remote workers fulfill the need that you have satisfactorily.
You’re Now Prepared for a Workforce Full of Remote Workers
Are you ready for a world where your employees work remotely? After reading this guide, you’re better equipped to tackle the challenge.
You’re able to take advantage of the talent in different geographic locations and increase efficiency by removing obstacles that prevent workers from focusing completely on the task at hand.
The remote employees that you hire temporarily or permanently should be equipped with a detailed job description and written expectations that they must carry out to work away from the central job site.
Once you have boundaries in place, you can measure their progress, offer promotions and incentives based on the work performed, and extend an offer of permanent employment to temp workers who exceed your expectations.
Then, you’ll have the ability to transform your workplace culture by thinking globally and including workers from all corners of the world!