How to Manage the Productivity of a Remote Workforce

Managing the productivity of remote workers is an undeniably critical challenge for many organizations. When offering a remote work option, firm leaders grapple to find the right balance between micromanaging and giving employees too much leniency, especially with newer, less experienced staff.

To address these challenges, firms should invest in strategies that give them a better chance of enhancing the productivity of their remote workforce while fostering a culture of trust, collaboration, and accountability.

1 – Invest in the right technology

Providing adequate tools is essential. The need is accentuated for those working remotely as they can’t utilize another workspace or borrow a webcam from their desk neighbor. Be sure that your employees are equipped with multiple monitors, webcams, speaker phones or headsets, as well as software like videoconferencing or project management platforms that enable them to have virtual meetings and manage their workflow efficiently. Some firms take it one step further and provide an internet stipend to encourage employees to purchase Wi-Fi with enough bandwidth to produce high-quality video.

2 – Set crystal clear expectations

Firms that fail to clearly define the expectations of their staff are usually the ones who struggle the most with underperformance issues. Leaders should take time to define how success is measured and what being productive means from both qualitative and quantitative viewpoints. I encourage firms to focus less on inputs (billable hours) and more on outputs (projects completed with good quality). Which would you prefer: an associate entering the most billable hours but delivering poor quality work that causes more headaches for managers, or a rockstar associate who doesn’t always hit their billable hour targets but produces a seamless work product every time?

Many firms have also implemented “core hours,” whereby they require all employees to be working during those times to tend to both billable tasks like client meetings and reviewing work, or non-billable items such as team meetings, internal training, or mentoring. If you implement a system like this, be sure to not only communicate the specifics (days/times), but also the benefits, such as building better relationships with coworkers and fostering a collaborative culture.

It is not uncommon for firms to also have special policies geared towards remote workers. These policies may include parameters around using a VPN or agreeing to have a private dedicated workspace that provides a quiet environment.

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3 – Provide flexibility

While it may seem that providing a remote option is the ultimate flexibility, many remote workers can feel quite the opposite. Multiple studies have shown that remote workers find themselves working more hours compared to their on-site counterparts, which can lead to burnout and disengagement. It is important for remote employees to take needed breaks throughout the day, recharge by taking PTO, and work when it makes the most sense for them (complying with any mandatory core hours, if applicable, of course). Not everyone works best during the traditional 8am–5pm hours, so consider allowing your workforce to work non-traditional hours, especially if no drop in productivity or quality of work occurs.

4 – Check in regularly

We’ve all been there. It’s the middle of the busy season and we are head down, knee-deep in tax returns, and suddenly realize a draft is due to the client in two days and you have no clue where in the pipeline that return is. Checking in with all staff frequently is one way of avoiding situations like this while also gaining insight into how your staff are doing in terms of overall workload and productivity.

I recommend checking in with remote staff a minimum of once per week, ideally twice – once at the beginning of the week to outline what projects they have on their plate, and then again towards the end to see what progress they have made. These check-ins don’t need to be long, but rather short, focused, and efficient meetings where your staff comes prepared to discuss what they’ve accomplished, or plan to, that week. Knowing they will need to relay their progress to you holds staff accountable and incentivizes them to stay productive throughout the week or prompts them to ask questions if they are getting stuck.

Managing the productivity of remote workers requires a comprehensive and dynamic approach that includes providing the right technology, setting clear work expectations, offering flexibility, and maintaining excellent communication. By implementing these strategies, firms can create a productive and engaged remote workforce that drives overall firm success.