Bloggers and journalists alike highlight a list of pros and cons concerning remote working. At Works’ blog, we delve into the benefits of maximised productivity and the ability to source top talent globally, while tackling the challenges posed by remoteness, such as detachment and undefined responsibilities that may impact remote teams.
Many people believe that remote workers may face difficulties in advancing their careers if they choose to work from home, as it is perceived that they may have more hurdle to climb on ladder of promotion within the corporate hierarchy.
Supporting employee career progression is crucial for the growth of any business. Managers possess the insight required to identify high-performing employees and identify those who require additional training or guidance.
Here Are Some Tips on How to Effectively Promote Talent Within Your Remote Team.
According to a survey conducted by Ultimate Software, 1,000 full-time US employees who work remotely were found to be 40% more likely to have been promoted over the past year, with 23% perceiving better opportunities for career progression within their current position.
The concept of career paralysis brought on by geographic remoteness is unfounded. However, a leader’s personality also has an impact on the potential for career progression.
When seeking to provide support for remote employees, it is crucial to acknowledge that conventional methods may not be effective in the virtual setting.
Since it is challenging to monitor the contributions of remote employees, performance evaluations hold a unique position in evaluating them. Their efficacy, however, can be measured based on their impact and their ability to perform their designated duties with precision.
How to Determine the Right Time for Promoting a Remote Employee?
Before promoting any employee, it’s important for managers to evaluate whether their team is equipped to handle more duties. The ideal candidate should not only excel in their current role but also show promise for future growth. To assess team readiness for promotion, managers need to watch for the following cues:
First Indicator: Going the Extra Mile
If a team member demonstrates a high level of commitment to their role by providing constructive suggestions that could benefit the company in the long-term, then they’re presenting a strong case for promotion. For instance, this may include volunteering to attend meetings on behalf of colleagues or mentoring new hires.
Second Indicator: Leadership Potential
To determine whether an employee has leadership potential, managers should evaluate whether the individual shows initiative and aptitude. For instance, employees who seek out assistance on their own demonstrate proactivity, whereas those who require guidance may still be developing their leadership abilities. Additionally, managers should read our free ebook on the Agile Development Methodology and make any necessary adjustments.
Third Indicator: Support and Loyalty
For managers to be successful, they must prioritize the well-being of their team members. Therefore, an ideal candidate for promotion would be someone who consistently shows loyalty and support for their colleagues. These individuals can be considered for advancement to managerial positions.
Fourth Indicator: Ability to Turn Challenges into Opportunities
When things go awry, managers must take accountability for the situation. An employee with the right mindset would be willing to admit their errors and learn from them. Additionally, it’s crucial for them to navigate any setbacks without pointing fingers or placing blame.
Fifth Indicator: Articulation of Ideas
Effective communication and collaboration are crucial for remote teams to succeed. Therefore, employees seeking promotion should be proficient in remote communication techniques, as highlighted in our blog post on working remotely. They need to be able to convey their ideas and thoughts precisely and accurately, while also being cognizant of the limitations of text-based communication and avoiding defensive responses.
When managers identify warning signs in their employee’s performance, it’s wise to consider offering training to help them advance in their role. Although Human Resources may not have experience organizing international training programs, distance learning options are available.
Ideally, employees should be encouraged to actively engage with corporate affairs. Managers can facilitate this by providing opportunities for those who have had limited exposure to connect with their peers. Additionally, organizational leaders should communicate directly with employees to help them build a strong internal network of resources.
Strategies for Encouraging Remote Workers to Progress in Their Careers
When considering a remote manager, it’s crucial to remember that they’re the company’s public representative.
For remote managers, representing their team is a crucial aspect of their role. The saying “out of sight, out of mind” carries some weight in this context. While on-site workers have the chance to interact with other staff members, remote workers often miss out on impromptu conversations or office events that facilitate relationship-building.
It’s the manager’s responsibility to ensure remote workers are recognized and included in corporate communications. Regularly mentioning their name in conversations and ensuring they receive internal newsletters and relevant distribution lists can accomplish this. Additionally, managers can invite remote workers to visit the company headquarters or participate in company activities, such as a fundraising competition for charity, which can be held virtually.
Cultivate Ambition in Your Remote Workforce for Career Progression
Initiating a discussion about potential promotion with your manager can be productive, even if they’re not yet prepared to act on it. While they may not be immediately receptive, simply starting the conversation can be beneficial and demonstrate that you’re invested in your professional growth.
If an employee has expressed interest in assuming additional responsibilities within the team, it’s important to assign them appropriate tasks. One strategy is to allow them to manage a portion of the upcoming sprint and report their progress during the stand-up meeting.
As with any other employee, it’s important to follow standard procedures going forward. If you require further guidance, please contact the Human Resources department.
Helping employees achieve success through recruitment and mentorship can be incredibly fulfilling, and a testament to your leadership skills in managing a successful remote team. If you’re looking to promote a developer and require assistance in verifying their experience with remote work, please don’t hesitate to reach out to us. We’re here to help.
