Remote work has its own strong and weak points. But we should not put on pedestal the weak points as the only reasons for the distance job not to become efficiently arranged. As a matter of fact, as an employer you might be the only one to be blamed for a remote worker not to work. Because if your worker’s job is to work, your job is to control that work! So who needs time tracking with screenshots in this case then? What if the screenshots show high potential and high working efficiency for a remote worker, but something is yet not ok…? It should be your fault, guys: the managers, the owners, the start-up founders and etc…Here is when remote work actually fails due to the employer…
An employer has hired a great worker instead of a great remote worker
Well, they actually different. The thing is that a remote worker has some specific characteristics a good worker should not on mandatory possess to be scaled as one of the best in his sphere. So be sure that your guy has experience in remote work and it’s kind of an impressive experience.
An employer does not know anything about his remote worker
You do organize team building events to get to know your workers in the office, right? And you do gather all the colleagues in the kitchen to spend the lunch break for some ice breaking to break the habit for office avoidance, when there’s completion in the team, right? Ok, these are all signs you want to get to know your worker outside the working process, but in the sake of the positive working process. This is why you should do give a damn for your remote workers, too.
An employer got burnt out and blame others for it
Remote workers tend to be the riskiest group of workers, who get burn out syndrome. However, it’s not on mandatory for a remote worker to be on the burning side, when something gets wrong. You might blame the remote worker by habit, but take a look at yourself. Literally! In the mirror – look there and swear you don’t need a few days to relax…
An employer did not establish control
It’s your duty to organize and control and working process. So it’s your duty to tell the remote worker he or she has working time to follow. It’s not his or her obligation to buy time and attendance software. When you leave a kid alone do you really expect it to clean the house and see it studying when going back home? It goes the same for the remote worker. And there is nothing childish to be out of control. It’s in human’s nature actually. So as an employer you are supposed to manage your remote workers and tell them they are tracked and controlled.