5 Things That Could Drive Away Your Remote Employees

Keeping your top employees has always been difficult. Managers with a lot of experience have a complete toolset for identifying retention concerns and lowering turnover rates. However, several of these strategies necessitate direct contact with the team. What happens when you're in charge of a group of remote employees?

As remote working becomes more common, staff turnover is becoming a rising problem for organisations. When you only communicate via Zoom or Teams, it's difficult to see if someone is upset. Leaders want a new technique for detecting red flags that indicate a skilled remote worker is considering leaving.

 

What are the retention risks for remote workers?

When it comes to retention, it's crucial to remember that there are two types of reasons why people leave: pull factors and push factors.

The things people can't stand about their current job are known as push factors. Burdensome workloads, rigid schedules, cultural problems, and a lack of opportunities are all examples of this.

The things that might entice someone to work for a competitor are known as pull factors. A higher wage, a better work-life balance, the opportunity to develop new skills, or simply the desire to change careers are all examples of this.

When these factors accumulate to the point that they affect your staff turnover rate, you have a retention risk. Simply observing employees at their desks in a regular office might reveal a plethora of red flags and warning indications. However, with a team of remote workers, issues can go unnoticed until it's too late.

 

Five retention red flags to look out for when working with remote teams

Fortunately, there are specific indicators of potential retention risk. Here are some red signals to be aware of:

 

1. Low levels of participation

The word "engagement" is a synonym for "enthusiasm." Volunteering for initiatives, suggesting new ideas, and raising their hand at meetings are all signs of a motivated employee. Even if disengaged employees complete their daily tasks, they will not display a passion for the team's objective.

 

2. Resistance against returning to the office

Many workers claim they would resign if they were forced to return to work. For many people, remote working has been a revelation since it has helped them achieve a healthy work-life balance. It's difficult to give up that, which is why concerns about returning to work could signal significant dissatisfaction.

 

3. Slow response

It's perfectly fine for some folks to disengage from email and instant messaging while focusing on other things. On the other hand, a disengaged person will take their time responding to communications, frequently replying the next day (or not at all). If the employee's usual communication pattern changes, it could indicate that they aren't engaged.

 

4. Workplace dissatisfaction

In any career, stress may be a big motivator. Workplace stress is a common cause of depression in adults. If workers appear to be overworked or unable to reach goals, it could signify larger organisational problems. Problems like these can drive employees away from your organisation and towards a competitor.

 

5. Abnormal login behaviour

According to a Fast Company article, late-night logins are the most common sign of a remote worker poised to leave. Before quitting, people frequently make unauthorised copies of essential work files. Remote workers often do this after-hours because they mistakenly believe that IT security will not detect them.

 

Any of these could be a huge red signal for retention. But what can leaders do to keep unsatisfied employees on board?

 

How do you keep remote workers engaged?

No matter where your team is located, the basics of employee engagement remain the same. Everyone desires to be acknowledged, respected, and supported. They want to strike a good work-life balance and feel like they're on the right track professionally.

With this in mind, here are a few ideas for keeping your remote employees engaged:

 

1. Schedule one-on-one check-ins regularly.

Unfortunately, you won't be able to meet remote workers at the water cooler. As a result, leaders must make an effort to communicate with individuals via video chat. At least once a week, each manager should check in with another manager, with a more extended one-on-one discussion every month or so.

 

2. Keep everyone informed

Since they miss critical work talks, remote employees frequently feel left out. This can directly impact the quality of their job because they may not be exposed to new best practices or tips.

Managers can help bridge the gap by guaranteeing that remote workers dial into all discussions. They can also urge teams to use Slack or Teams to communicate any crucial interactions with their peers.

 

3. Don't be biased towards in-office employees.

Employees who work in the office have the edge over those who work remotely. Because they're always present, their supervisor is more likely to think of them when an excellent opportunity or interesting project arises.

To remedy this equilibrium, hybrid teams will have to put in a lot of effort. Discussing career paths can be beneficial because it clarifies what each person must accomplish to achieve their next promotion.

 

4. Offer assistance and training

Working from home isn't always straightforward. Some people have a hard time adapting, especially if they aren't naturally tech-savvy. Employers can help these employees feel more at ease in their jobs by providing support and training in areas such as cybersecurity, cloud computing, and virtual collaboration.

It's also crucial that remote workers know who to call if they have technical difficulties. Remember that new hires will require remote onboarding to help them fit into your company's culture.

 

5. Maintain a healthy work-life balance

The work-life balance has been changed by telecommuting. People have more time for children, education, caring for elderly relatives, or simply resting without the morning drive. This is a net benefit since it implies that employees are more energised and focused when it's time to go to work. Employers could take advantage of this by enabling flexible work schedules so that employees can choose the best daily routine for them.

Employees that work from home are treated the same as other employees. They're considerably less inclined to explore for other chances if they're engaged and respected.

 

Employee retention is a concern for all businesses, particularly in this age of remote workers and hybrid teams. Leaders are concerned about the New Normal's impact on productivity and workplace culture. But when remote working works, it opens a whole new world of teamwork and productivity. 

 

Source: Helios HR