Marissa Mayer made huge strides in the tech industry – as a successful Google executive and, now, as one of just a few women tapped to lead a Fortune 500 business. Great. However, her latest move to reign in Yahoo’s remote workers appears to be a step backwards, as the modern workforceis becoming increasing comfortable managing and maximizing the output of a remote team..
By June, Yahoo employees will either have to report to the office or find another job. Employees no doubt are conflicted and are trying to come to grips with a reversal of policy, which at one point elevated Yahoo near the top of the list of best employers in America.
Yahoo’s decision has brought the issue of work-life balance and flexible working into the spotlight. A number of studies over the past decade support the benefits of flexible working. Productivity goes up, morale is high and businesses grow. Giving individuals the freedom to work from a mix of locations, including home, is having a positive impact on businesses and staff.
Simply put, why on earth would an organization want to make its employees less productive by insisting they commute tothe office? Line of sight guarantees attendance, not performance.
We’ve surveyed global professionals around the world to keep a pulse on the attitudes, trends and topics re-shaping the workplace. The results from show an overwhelming (88 percent) of workers feel managers need to accept flexible working more. And, 75 percent think flexible working is more productive than 5-day-per-week fixed office working.
Many companies rely on technology that makes working remotely seamless, easy and efficient. · Another interesting fact from our survey (for Yahoo management to consider) is more than 50 percent of managers who create flexible work environments are rewarded/recognized for their innovation within their company. .
For all the other companies out there who are just fine with their remote staff, here are a few tips to keep in mind as you build up your remote workforce:
Here are 5 tips to manage a remote workforce:
1. Establish Goals: Write down plans and create a vision for your new workplace initiative that incorporates objectives and benefits to the individual, the team and the organization. Implement a results-based management program that will allow managers to easily set and measure goals and objectives for their virtual workforce.
2. Maintain Regular Communication: Keep on top of projects by checking in regularly and understanding the nature of the work employees are engaged in. Lead by example; schedule meetings in person and using video-conferencing to create as much face-to-face interaction as possible.
3. Have On-demand Space Available: Offer those employees working remotely or from home access to professional workplaces when they need it. Workers need to be assured they can tap into professional services and support when required. The ability to collaborate and network is key personal and corporate growth.
4. Promote Corporate Culture: Encourage corporate camaraderie by creating opportunities for your employees to formally and informally socialize, as well as form networks with other professionals. These connections can reinforce your corporate culture and identity. Include remote workers in corporate events such as holiday parties and corporate outings.
5. Encourage Feedback: Empathize with employees and listen to their concerns regarding working remotely to help secure their buy-in. Employee input could help improve the execution of the virtual working program.
A distributed workforce does not have to be a chaotic workforce. Integrating remote workers, building and sustaining a strong team and corporate identity and keeping all employees connected