How to Effectively Manage Remote Workers Jay Forte, The Greatness Zone, LLC

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1 How to Effectively Manage Remote Workers Jay Forte, The Greatness Zone, LLC In a connected world, fewer and fewer of our employees need to work in the same space. Work happens more in the field face- to- face with customers. So how do you know if your employees are getting the job done or spending time on Facebook? Today s employees don t need micro- management, they need to be held accountable. To be accountable they must first be the right person for the right job, then clearly know what is expected, have the right tools to achieve their results, know how to measure their results and have regular contact with management to check in on progress. What is important to note is these are also the same requirements to ensure great local employee performance. The only real difference is in how management connects with employees to review results when they are not face- to- face. Our starting point is to look at performance what you need from your employees and how you ensure they deliver. Where we are headed: how to improve performance local and remote 1. Hire the right employees 2. Create and share clear performance expectations 3. Know and coach your employees; set metrics Why do you pay your employees? What does great performance look like? What does great remote performance look like? 1

2 1. Hire the right employees: 1. Define the talents, skills and experience needed in the role; create a Talent Matrix 2. No one is great at everything; hire those who are great at what the job requires who FIT the role 3. Use a talent- or behavioral- based interview process Building questions: Format + Talent behavior + Workplace event Formats: 1. Tell me about at time when. 2. If I were to ask your previous boss about how you handle., what would he say? 3. Here s a situation how would you handle it? 4. Here are your choices: which would you choose and why? 2. Create and share clear performance expectations (define done right ): 1. Use Performance Expectation worksheet 2. Define what has to be done define the what but not the how 3. Be clear about the expectation so both you and the employee know what is expected define done right 4. Share the financial impact of the expectation 5. Solicit ideas on how the employee will create the expectations 6. Define how the specific expectations will be measured a. What reports b. What frequency c. What metrics 7. Define how the expectations will be managed a. Coaching and connection 3. Know and coach your employees; set metrics: 1. Use the Talents, Values and Interests worksheet to better know your employees 2. Be available, accessible and supportive; build the bond 3. Create a Personal Performance Dashboard a. Personal metrics (daily, weekly, monthly) b. Define the connection methods virtual, electronic, personal c. Define the review schedule; include surprise reviews d. Increase management feedback frequency e. Accountability discussion What is the first thing you will do when you return? The Greatness Zone LLC Practical Tools To Be Extraordinary In Work and Life FireUpYourEmployees.com Jay@thegreatnesszone.com x501 2

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4 The Greatness Zone LLC Practical Tools To Be Extraordinary In Work and Life FireUpYourEmployees.com x501 4

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