How to identify your team’s remote work style

Remote Employees and their varying work styles

Remote work has been around for a long time, but the number of remote workers has recently increased drastically. Many companies have started embracing remote working to attract and retain top talent, improve employee satisfaction and productivity, and reduce costs associated with office space. This is great news for employees who prefer the flexibility that remote work offers.

However, it’s not always easy, especially for managers who are not used to this dynamic and may be more inclined to manage people in an office environment. 

One of the most important aspects of managing remote workers is understanding how they work. Remote workers are not all the same, and as such, managers need to be aware of their unique needs and expectations. 

Managers should keep in mind that there are no hard-and-fast rules when it comes to managing remote employees. No matter what their organization’s policies may say about working from home—or even if they have none at all—managers should strive to constantly tailor their approach according to each individual’s style.

Knowing your employee’s work style will help you work better with them. It will give you a better understanding of how they prefer to communicate and collaborate, which can help you adjust your communication, processes, and training, into procedures that work for everyone.

Identifying Remote Work Styles

There are many different types of remote workers, and the way they approach work will depend on what kind of worker they are.

Before you start to implement remote work, it’s important to understand the different styles of working that exist. A great way to do this is through a remote worker assessment test to help identify the work style of your employees and also determine if they are suitable for remote working. It can also help with hiring new employees if you know what their preferred style is before they join your team.

In addition, understanding each individual’s preferences and needs should be a high priority when implementing a successful remote working style in your company. For example, some people prefer not having many video call meetings because they find them distracting and inefficient; while others much prefer face-to-face interactions so that they can connect with their coworkers on an emotional level, as well as share ideas together more effectively (and often more efficiently).

Another factor to consider is where these employees would like to work from: Do they have a dedicated home office space? Would getting away from home a few days a week be better for them? If so, is there somewhere else within walking distance or public transport distance where they could go instead, such as a coworking space, or does your organization have available office space to accommodate them on a hybrid working schedule?

How to Engage Remote Employees Regardless of their Remote Work Style

Just like how people have different ways of being productive in the office, remote workers will likely have different working styles, too. Plus, a remote worker’s work style can also change over time, depending on their remote work environment and other changes in their circumstances. It is important to not only identify how your remote team members work but also to ensure that you keep your lines open for any changes that they plan to make so that everyone can adapt accordingly and keep morale high during this transition period.

To determine what best fits your employee’s working style, ask them about their personal preferences when working remotely by asking questions such as: How do you prefer communicating? Do you prefer emails over video calls or vice versa? What are your best working hours and will they coincide with the company’s required schedules?

It is also important to find every possible opportunity for engagement, whether it be about work or as a form of keeping in touch and reminding them about being part of an organization that values them. Some remote workers value recognition and the feeling of belongingness, and it is important to give these to them especially considering the remote work setting.

Coming up with these data can be best done through surveys and assessments or focus group discussions, and properly conducted interviews.

Key factors affect the way remote workers operate

Technology

A remote worker’s tools should support all aspects of communication, including video calling, voice calls, and messaging. In addition, it should provide an easy way for others to contact you securely in case something needs your attention immediately.

With tools like Slack and video conferencing software, it’s easier than ever to communicate with your colleagues across the globe. As long as you have access to a computer or smartphone (and Wi-Fi!), you can connect with other remote workers from anywhere in the world.

Communication style and culture

The initial focus when it comes to communicating between remote workers and in-office people is that only the communication channels have changed. From having to speak face-to-face, to having monitors and screens in between people.

However, this is not solely the case. Despite the advances in technology, indirect communication through various mediums apart from face-to-face discussions can still result in miscommunication. This is especially true for email and SMS communications, but could also still happen even in video conferences. This is also the reason why younger generations have created the concept of “tone tags or tone indicators” in their chats, to try and minimize the instances of communication.

These modern modes of communication come in two classifications – Asynchronous and Synchronous – and leaders have to determine which mode is best for the different tasks and job roles that each of their remote members needs to perform. 

Aside from creating effective communication styles for remote work, it is also important to maintain, if not strengthen, the work culture of the organization, even in a remote work setup. It entails the same process as building the culture in an office, only this time, extra effort is required in all areas because workers are dispersed in different areas and workplaces, often in various time zones, and frequently operate in environments that are not similarly furnished and arranged as they would be on-site.

Remote works require different processes and procedures

If you work with remote employees, it’s important to know that there are many different ways they can work. You will have to understand their unique working style and figure out how they prefer to communicate in order to engage them effectively and make sure they feel heard. 

It is a totally different process from the traditional in-office setting. Keep in mind that some remote workers may need more structure than others, so if this is an issue for your team members then give them the chance to undergo proper training in order to gain the best practices for remote working. 

Having to facilitate training and combing through all this information for your organization can be tedious. Luckily, Stegmeier Consulting Group has the years of experience necessary to make all these easier for your company. If your business is in the works of creating a remote work strategy, reach out to us via the form below and we’ll help you make the transition to remote seamless.