With many employers now permanently looking at a hybrid model of working, we look at how employers can enable effective processes to manage remote workers. These include how teams can stay in touch; how team morale is monitored and support offered to those that need it; how productivity is measured and how any compliance and regulatory requirements are met.

What management practices need to change, in order to effectively manage remote workforces?

Many individuals have become used to working from home. Teams are also now well versed in video meetings and phone calls replacing team meetings.

However, due to the challenges of recent months, many employers have understandably not focused on performance management or indeed career procession.

Employers need to carefully consider how they can ensure that they can effectively support and manage employees who move permanently to remote working. There is also a need to ensure that those working at home are not penalised, and held back from say promotions, because they are less visible to managers. It is important for employers to be proactive in having regular conversations and ensuring support is available to employees. Employers should consider practical issues such as:

Employers are likely to find their managers will benefit from further training on how to manage performance and support those working remotely.

Visit the Performance Management page of our website to see how we can help you in this area; or visit the Employment section of our website to see all the ways in which we can help with employment law issues.

Our whitepaper, The Workforce of the Future published in 2020 considered the impact of COVID-19 on the workforce and what the future holds, including further information in relation to remote working. You can download our full whitepaper by entering your details.

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