A 7-Point Checklist for Successful Remote Employees in 2022

How can I establish and manage successful remote teams?

Diane Mulcahy recently conducted an interview with Krystal Hicks, the founder of JOBTALK – a career-oriented resource for professionals – to discuss the topic of why companies do not trust their employees.

Krystal’s comments within the article/interview could be utilised as a guide for ensuring success for remote employees in the year 2022. By taking the advice that Krystal has provided, employers and employees alike can work together to create a successful remote work environment that meets the needs of both parties.
Here are some interview highlights, along with my seven checkpoints (in bold headers)

  1. Do you have confidence in the work of your remote teams?

    Diane Mulcahy posed the question to Krystal as to why so many businesses remain reluctant to adopt remote or flexible working practices. Krystal responded, noting that the issue was rooted in a lack of trust, and that the source of this mistrust was leadership.
    Krystal went on to say that companies that demonstrate their commitment to recruiting top-tier talent demonstrate that they trust their people. This trust is expressed through providing employees with the freedom to choose where they work, as well as the resources necessary for success, such as video conferencing. It is clear that trust has become a valuable asset, and those who are highly sought-after in their field will be looking to work for a company that has faith in them.
  2. Are you able to gauge productivity levels?

    Krystal shared a story about a customer who expressed concern that unsupervised remote employees may not be as productive as those working in a traditional office setting. In response to this apprehension, Krystal provided an excellent example of how she addressed the customer’s worry.
    The key challenge for businesses and executives adopting remote work policies is how to measure employee productivity when workers are not physically present in the office. It can be difficult to assume that employees would be any less productive when working from home, so companies must find ways to incorporate metrics to track productivity for all employees, regardless of their location.
  3. Are the right people in charge of your remote teams?

    According to Krystal, many businesses have a major weakness in wrongly promoting people into positions of people management.
    It is a common misconception that those who have been successful in a performance-based role will be automatically successful in a managerial role. Unfortunately, this is often not the case; the two roles require very distinct skillsets, and in many cases, those who have excelled in a performance-based role may not have the necessary skills to effectively manage a team. This can lead to disastrous consequences, as I have seen first-hand in my businesses, where ineffective managers can cause good staff to leave.
  4. Have You switched from Blockbuster to Netflix?

    Diane Mulcahy posed a query to Krystal regarding her use of the term “Managerial Darwinism.” Krystal clarified the phrase by elucidating the concept of “adapting or dying,” which speaks to the fact that in today’s world, there are options available in every industry, and it is up to each individual to decide which one they will adopt.
  5. Realise that distant teams are out of your control/power.

    In recent years, employers have experienced a decrease in their authority due to the fact that they have less control over their workers than before. This is primarily due to the fact that many workers now have additional employment outside of their full-time job and have less of a dependence on their companies for their financial stability. This shift in the power dynamic has led to employers having less of an impact on the financial future of their employees.
  6. Do you interview candidates for re-employment?

    Krystal suggested that companies should leverage the knowledge of their personnel, who are often underutilised, by conducting retention interviews. This can provide valuable insight into what has kept employees at the company for 3, 5, and 10 years. She noted that this could be a great alternative to the more common departure interviews.
  7. Are you going to hire consultants?

    According to Krystal, companies are thinking differently about consultants.
    Companies are increasingly recognising the potential of consultants to provide reliable access to specialised expertise. This appreciation is driven by multiple factors, such as their prior success in engaging with a consultant, reports of other organisations having a positive experience, or the fact that their top performers are choosing to become independent consultants. As a result, businesses are increasingly taking advantage of the opportunity to tap into a dependable source of qualified talent.
    It is evident that organisations are beginning to set aside funds to hire consultants, which is a significant shift and an indication of high demand given that a company will expend its budget when it is available.
    We’ve finished our list of Krystal Hicks’ statements with the following one:
    The pressure is immense for organisations to determine effective solutions for remote working, as employees are expressing a strong desire for such arrangements. This is due to the considerable consequences of failing to successfully implement remote working strategies.

As an engineering leader, it is essential to ensure success when managing remote teams. This can be accomplished by taking certain proactive measures, such as trusting your employees, assessing their productivity accurately, hiring the right people for the job, adapting to changing circumstances and new technologies, and conducting retention interviews. Additionally, if you want to access a global talent pool in the current borderless world, it is important to ensure that your organisation is taking the necessary steps to recruit the most qualified personnel. With more and more employees demanding remote work opportunities, it is becoming increasingly important for businesses to prepare for a remote-first environment. Taking these decisive steps will ensure that your organisation is well-equipped to navigate this new world.

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