One out of three new hires end up quitting their jobs after six months. This is the global statistic worldwide. It’s an alarming turnover rate, causing businesses lost time and productivity.
What does this mean for company managers and leaders?
Just as employees work hard to keep their jobs, employers should also put in the effort to keep their top talent. Fortunately, keeping remote employees are no more difficult than keeping your in-house staff from resigning.
When we help companies build remote teams at Bolton Remote, we pre-screen each candidate to ensure they have the staying power. If you want to go the extra mile to keep your remote staff engaged, interested, and excited to be part of your team, try these strategies.
Give them breathing room.
Since you can’t see your remote employee hard at work, it’s tempting to check in frequently. Micromanaging is never a good idea. According to Linda Barnes for PA Times, micromanaged employees have a sense that they can’t do anything right. They might “lose motivation and initiative and their productivity decreases.”
Adapt a culture of training and delegation suggests Karen Dillon for the Harvard Business Review. This shows that you trust your employees to do well, “Acknowledge this is a growth opportunity for the person and say that you know in your heart of hearts he or she will rise to the challenge.” This keeps them engaged and driven to grow as part of your company.
Challenge, recognize, and reward.
Give your remote employees frequent opportunities to exceed expectations. Delegate work that will challenge them. Keep in mind that this is different from overworking them. Tasks that boost their experience and skill will keep them engaged, and will appreciate you for the trust. Increasing their workload with to-do’s that don’t add value will only exhaust them and could cause them to quit.
Remote employees are intrinsically motivated, but recognizing effort and excellence will sustain that motivation. HCM provider, ADB, shares there are multiple ways to recognize a job well done. “Recognition can come in the form of an “Employee of the Month” program, an announcement in company communications, or a note from a supervisor or head of the company.”
Rewards don’t always have to be monetary. Work with services like Bonus.ly that allow you to tailor your rewards depending on the remote employee. Show them that you care about what they want, and not just what you are willing to give as incentive.
Provide opportunities for growth.
A remote work setup does not diminish productivity. People are 20% more productive even when they don’t have managers walking around and hovering over them. Despite the high productivity, some companies still choose to promote in-house employees.
When your remote staff doesn’t see room for career growth, he may find other employment opportunities that allow growth. “The next time you’re considering promoting from within to fill an opening, be sure to include remote employees on your list of eligible candidates.” suggests Nick Venturella of Insperity.
Hear them out.
Your employees appreciate knowing when they’re doing a good job, and welcome it when they’re given feedback to do better. But, effective feedback is a two-way street. When their comments and suggestions are heard, they will likely feel that they’re an important member not just of their team, but for the whole company.
Conduct stay interviews and surveys that assess the employee’s current mindset as a remote employee. Wall Street Journal suggests asking questions like, “Why did you come to work here? Why have you stayed? What would make you leave? And what are your nonnegotiable issues?” and show that you’re really intent and invested in keeping them.
Make deliberate strategies for employee retention. “Make a list of the people you don't want to lose and, next to each name, write down what you are doing or will do to ensure that person stays engaged and on board.” advises Humetrics president Mel Kleiman.
After expanding your hiring pool and looking globally just to find the right employees for your company, make sure you do what you can to encourage them to stay. You’ll find that prioritizing your employees is a worthwhile investment of your time and funds.
You need dedicated and loyal employees, regardless of where in the world they’re working. Visit our website at www.BoltonRemote.com and we’ll help you build remote teams with the skill and commitment to help your company grow.
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