During the Covid-19 pandemic, many companies and their workers experienced a tough initial transition, but quickly became acclimated to remote work. Most employees now have a generally favorable opinion about working from home. Consider these 2021 statistics:

• Companies allowing remote work have 25% lower employee turnover than those that don’t.
• 76% of workers would be more willing to stay with their current employer if they could work flexible hours.
• People who work remotely at least once a month are 24% more likely to be happy and productive.
• The number of people who work from home has increased by 140% since 2005.

While these indicators make an overwhelming case for preserving the remote work arrangement, consider this caveat: There is a sweet spot for employee engagement; employees who work from home 60 – 80% of the time have the highest engagement at 41%, while fully remote workers are only 30% engaged in their work.

Since engagement is highly correlated to motivation, let’s look at some of the motivational strategies that managers of remote workers can use to raise engagement and motivation levels, so that the work from home arrangement does continue to benefit both employers and employees.

Demonstrate More Empathy Toward Employees

Empathy is more than a virtue; it’s a vital competency to have as a manager, especially during challenging times. Demonstrating this competency is received by subordinates as proof of emotional intelligence and leadership effectiveness. The Center for Creative Leadership’s research has shown that managerial empathy is positively related to strong employee job performance. In fact, managers who practice empathetic leadership toward direct reports are viewed as better performers in their job by their bosses. 

Some ways to show more empathy are to pay careful attention to subordinates’ career goals and needs, watch for signs of fatigue and stress, show compassion when employees experience personal loss, and show a willingness to help when employees are facing professional or personal struggles.

Provide Structure with Objectives, Policies, Procedures, and Systems

Remote work requires even more planning and structure than what takes place in a workplace. In a virtualized work world, businesses fall apart without systems; employees develop their own processes and procedures that don’t mesh with other team members. Remote workers work best with defined objectives and clear plans and processes for achieving them. Plans should address the following points:

• Protocols and procedures for specific types of projects and tasks
• When and how employee reviews take place 
• Conditions of remote work eligibility and percentage of time spent working from home.
• Whether there will be flexible work hours or defined shifts
• Methods for tracking attendance and performance

Tailor Motivational Tactics to Individual Employees

Every employee thinks and behaves differently, so tailor your approach to these unique needs. Learn what makes each employee tick. For some, it may be recognition or financial incentives. For highly social team-oriented employees, it may be a feeling of interconnectedness and collaboration. Others may really need professional development opportunities to feel fulfilled.

To be equitable and fair, avail all of the incentives you choose to everyone on your team, but when you speak with employees individually, talk about their progress toward the rewards that motivate them most. Remember, 69% of employees would work harder if they felt their efforts were better appreciated. Even a simple “thanks” goes a long way.

Focus on Short-Term Goals

Even in the workplace, many managers focus too much on annual or long-term goals. It’s too easy for employees to lose sight of the long-term horizon on a daily basis. To-do lists and fires to put out distract them from the big picture. Provide employees with a sense of purpose every hour and every day by setting smaller weekly goals with more immediate rewards.

For example, if you have an annual sales goal, divide it by 52 for a weekly goal and offer an afternoon off or a $50 Starbucks card to salespeople that achieve it. Short-term goals and rewards keep employees performing at capacity, and enjoying their work, knowing they have something to look forward to in the immediate future.

When employees meet their goals, recognize their achievements in a group meeting and by email or through other formalized channels. The value of recognition for most professionals cannot be overstated. Many value it more than financial compensation. Companies with employee recognition programs have a 31% lower voluntary turnover.

Invest in Professional Development

Companies that invest resources in professional development achieve greater employee motivation and retention. According to an SHRM study, 30% of employees considered career development opportunities for learning and personal growth in general very important, yet only 30%  were happy with their current situation.

Despite the overwhelming reasons to invest in professional development, many companies don’t have formal programs. Companies that allocate significant professional development dollars and track, monitor, and test to see which programs produce the best results (using specific key performance indicators) often see excellent ROI. Given that expensive in-person events are out of the question, look for online opportunities such as virtual events and online training.

Reach Out to Your Peers!

One of the most important things managers of remote workers can do right now is to develop connections with peers facing the same challenges outside of their organizations. Participate in digital workshops and forums, develop those connections, and support one another. As you discover strategies that work, please share your experiences with our community on Facebook!