Micromanagement – what does it consist of?

Micromanagement is a style in which a supervisor controls and monitors the activities of his employees in detail, focusing on the smallest details and making decisions on their behalf. In practice, such approaches mean excessive interference by team leaders in day-to-day activities and processes which employees should handle on their own.

Naturally, the majority of staff usually find this kind of behavior annoying. Among the key characteristics of such behavior, one can notice:

• Lack of autonomy – the supervisor makes decisions on behalf of employees, even in matters that are within their competence (does not take into account the knowledge and experience of employees, and does not give them space to carry out activities independently),
• Lack of trust – evident in the lack of freedom, excessive control (the supervisor checks the progress of the work, all tasks or the time of completion) and the inability to make decisions independently,
• Over-reporting – micromanagement often means that an employee has to report in detail on every activity performed, which takes up time that could be assigned to subsequent tasks (focuses attention on writing instead of actual work).

Remote working and the best strategies for avoiding micromanagement

When a supervisor controls every stage of work and focuses on the little things instead of looking at the overall result, employees may experience many negative feelings from neglect to low self-esteem or frustration. It may lead to a decrease in motivation or even abandoning the company.

Such a situation will be reflected in the results of activities, efficiency and productivity. Leaders should recognize such symptoms and look for ways to avoid micromanagement also (or perhaps especially) when working remotely. Here are 3 strategies you’ll find helpful in such scenarios.

1. Set clear goals and expectations

To avoid micromanagement when working remotely, a key element is to set clear goals and expectations from the supervisor. Jointly agreeing on such issues (along with indicating tasks to be performed and deadlines for completion) makes it possible to indicate priorities and plan the implementation of activities. This reduces the need to control whether the employee knows what is expected of him. It is imperative to try to make the goals measurable and achievable, allowing employees to evaluate their progress and focus on the results.

2. Schedule regular meetings

Excessive real-time monitoring of work (e.g., through daily status inquiries) means a lack of autonomy and trust for employees. The best way to avoid such feelings is to schedule regular meetings to share information, discuss progress and solve problems (not one person, but all team members simultaneously). In the meantime, you can use a particular program to improve team collaboration – such as ż­·˘k8Ć콢Ěü – which will provide constant insight into work progress, reducing the need for direct contact with the employee.

3. Trust your employees

The basis for avoiding micromanagement is trust toward employees, which means first and foremost recognizing their competence, skills, experience and ability to act independently. The supervisor should demonstrate this attitude by giving employees the freedom to make decisions and carry out their assigned tasks. This type of delegation of responsibility is the best way to motivate employees to work effectively – and give them a chance to be judged on their performance and work results, not on the speed or manner in which they complete tasks.

Micromanagement – summary

Undoubtedly, the opening up of companies in various industries to the possibility of remote work has brought many benefits (especially by providing employees with greater time flexibility), but at the same time, it has “created an opportunity” for excessive control by superiors.

Team leaders should dutifully remember that micromanagement has a detrimental effect on the psychological well-being of employees, translating into a decrease in work motivation and achieved efficiency, and try to avoid this type of behavior. After all, in some cases, they can even lead to quick quits – after all, everyone wants to have some freedom at work, to feel trust from their supervisor and to make their own decisions on issues that fall within their area of responsibility.

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Constant contact – the basis of successful collaborate with clients

One of the most important aspects when working with clients is to keep in touch with them at all times so that they know at any time what stage the work is at, receive answers to questions right away or have no concerns about the final result. In the case of remote work, direct contact can easily be replaced by regular online meetings (on the chosen instant messenger), exchanging emails or phone calls.

For both parties, this type of opportunity is a considerable convenience, as it saves time and financial resources (e.g. spent on travel to the partner’s premises) – while achieving the same result. In this regard, it can be particularly helpful to set a fixed date for meetings (e.g. weekly, biweekly, monthly) depending on the needs and form of collaborate with the client. In this way, control over activities is ensured along with constant feedback.

Setting common goals – to take care of both sides in collaborate with clients

For both onsite and remote work, it is important to clearly define the goals and expectations of both parties. Therefore, before working with a client (and starting to implement activities), it is necessary to thoroughly discuss requirements, scope of work and expected results – and most importantly, completion dates and milestones. This will avoid unnecessary misunderstandings, enable you to track progress and ensure that the final product is delivered as expected.

To this end, it is worthwhile, first, to share various kinds of documents, prototypes or mockups regularly, so that one party can keep track of the work, and the other party can receive constant feedback (suggestions for changes, approval of the direction of development, etc.) that will improve the implementation of activities.

Online tools – to speed up the implemented processes

To facilitate collaborate with the client while working remotely, it is also worth using special project management tools (such as ż­·˘k8Ć콢Ěü). Such solutions allow everyone authorized to keep track of the progress of work, exchange information, communicate, share files, schedule meetings and perform several other processes to streamline daily contact.

In such a way you can easily manage the project schedule, assign tasks, monitor their implementation and maintain continuous communication. It all becomes a great convenience for everyone involved in the topic and will minimize the number of questions and doubts that arise.

Fast response time – to inspire confidence

Wanting to ensure effective collaborate with clients remotely, you should also remember to try to be available to your partners and not delay in responding to their messages (with work-life balance, of course). If you are unable to give a full response right away, let them know, ensuring that you have received the message and will get back with feedback as soon as possible. Doing so will reinforce your partner’s confidence in you and your team and also minimize possible worries about ongoing activities.

What’s more, showing interest and empathy towards the indicated needs, listening and understanding the different perspectives, and responding to expectations (especially regarding corrections or directions for further development) helps build lasting relationships. Given the nature of the remote environment, it is worth approaching these aspects with appropriate attention and care.

Collaborate with clients – summary

Collaborating with clients while working remotely can be just as fruitful as onsite work that involves face-to-face contact – as long as you make sure your partner is as well taken care of as before (albeit in a different form). You will undoubtedly be helped by various types of instant messaging and tools that have been developed with such situations in mind (especially facilitating remote relationship building).

Nonetheless, remember that the crucial thing is to stay flexible to reported needs and ready to adapt to changing situations. Constantly striving to improve your processes to ensure quality service – regardless of location, forms of contact and the way you carry out your duties – is the key to effectively collaborate with clients.

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As a supervisor, you are surely concerned that an employee’s performance of duties from home (or any other arbitrary location, instead of from the office) will not affect the person’s efficiency – that is, past performance in completing tasks or demonstrated productivity. Most opponents of HO are afraid that the employee will be occupied with other duties (e.g., cleaning the house, picking up the kids from school, hanging up the laundry, etc.) during work that they won’t do all the tasks.

For this reason, when negotiating remote work, it is so important to clearly and honestly communicate your expectations for the new mode of operation. When the employee knows exactly what the company’s requirements are in terms of working hours, availability, deadlines, goals, results, etc., it is easier for them to adjust.

Negotiating remote work – how?

Without a doubt, proper communication when negotiating remote work is crucial. But what else should be done to ensure that both parties are satisfied? Below we provide some tips that can make it easier to talk to an employee about the possibility of switching to home office.

1. Set HO rules

When working remotely, it is crucial that you mutually agree on how to carry out duties in a home environment. As a supervisor (if the company has not implemented remote working rules and regulations for all employees and provides freedom of arrangement within individual teams) you should have predetermined expectations that you will present to your employee (while remaining open to possible negotiations). In this regard, you should answer such questions as:

• On what days and times is it possible to work from home?
• Will systems be put in place to ensure reporting of performance?
• How will communication be conducted?
• What tools are necessary to perform duties from home?
• How will the results be evaluated?
• How does working from home affect benefit eligibility?
2. Enter the trial period

In addition, you may also decide to offer the employee a kind of “trial period”, under which for a certain time (e.g. a month) you will provide the opportunity to perform duties from home.

After this time, you will make an evaluation (reviewing the results and comparing them with the results achieved during stationary work), determining whether such a model of cooperation brings adequate results, or perhaps not. If you notice that efficiency has been maintained at the same level, you will be able to allow the employee to HO without fear. If, on the other hand, productivity has dropped, you will have a strong argument for leaving the employee in the office.

3. Propose a hybrid model

As a last resort, if you completely lack the conviction to let an employee perform duties from home on a full-time basis, you can also offer to switch to a hybrid model – for example, 3 days in the office and 2 from home. You can also treat such a situation as a kind of trial period, within which you will examine the person’s efficiency. It may turn out for various reasons (e.g., maintaining direct contact with teammates) that the hybrid model will be sufficient for the person, and for you such a situation – is acceptable.

Negotiating remote work – summary

When negotiating a remote job, stay open to the needs raised by the employee and be flexible in terms of setting the conditions for performing the duties. Also take into account the fact that each conversation should differ depending on who you are having it with and the capabilities, nature of the job or the person’s responsibilities.

Only by proceeding in such a way will you be able to develop a model that will ensure the satisfaction of both parties and at the same time a positive image of you as a supervisor or the company as an employer. Also, be prepared for the fact that you will increasingly be negotiating remote work – employees have come to love the home office and will undoubtedly expect such an opportunity to perform their professional duties from their places of employment.

Read also: How to conduct a remote layoff effectively? 4 basic and easy steps

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Forced by the COVID-19 pandemic, the possibility of working remotely has stayed with us permanently, becoming a popular way of working and sometimes even a requirement (especially among the representatives of the youngest generation in the labor market). Lockdowns have made employees aware that working from home saves a lot of time as they no longer need to commute, and that it can be as effective as working from the office. However, some business leaders don’t trust employees to be productive when working out of the office. What might be the reasons for this?

Working remotely – table of contents:

1. Lack of social interaction
2. Lack of control
3. Lack of timely feedback
4. Disrupted work-life balance
5. Summary

Lack of social interaction

Many people believe that staying together in one room, with everyone handling their own responsibilities, has an influence on our efficiency. The lack of social interaction (spending all day alone in the room), in turn, makes it easier to get distracted and take a break or devote time to household chores. While it might seem that in the office we are exposed to more distractions (due to the presence of co-workers, for example), at home we can easily find just as many – and this is not without its impact on our productivity.

The interaction between individual team members has a positive effect on the efficient execution of the task. When you can discuss any problem that arises with another person, you come up with a solution faster. Many employers believe that video conferencing will never replace face-to-face meetings with team members.

Lack of control

Many people believe that when employees are not controlled, they are significantly less focused on their duties, and thus the time it takes to complete individual tasks increases. What’s more, some managers think that remote workers spend time at work on unrelated activities (such as cooking dinner, doing laundry, walking the dog or picking up a child from school), which makes them work fewer hours than they are required to. As a consequence, their productivity drops.

Lack of timely feedback

When all employees come to the office every day, it takes less time to resolve certain issues and get answers to important questions than when everyone is at home, only communicating through an instant messenger (such as Slack or Rocket.chat). In practice, it often turns out that we can’t complete a given task until we receive a response from our co-worker – and this person doesn’t write back promptly or is unavailable. The extended task completion time due to such situations also negatively impacts employee productivity.

Disrupted work-life balance

Some studies have shown that when we work from home, we spend more time performing our duties due to frequent breaks and non-work related tasks. Of course, some companies provide such flexibility, but most of them still require employees to maintain work continuity because of the need to exchange information or interact. In this way, we reduce our productivity and lose count of how much we actually work, which can have negative consequences for both physical and mental health.

Working remotely – summary

Despite the fact that most studies show an increase in efficiency when working remotely, there will still be leaders (representatives of an older generation attached to traditional working models) who will see a connection between working remotely and lower productivity. The solution, however, is not to work from the office to keep an eye on employees. Rather, it is necessary to place trust in the remote worker, to shape an organizational culture where flexible working conditions are accepted by everyone, and to look for ways to increase employee efficiency. Daily meetings, reporting or special workflow management tools can help with the latter task.

You’ve just read about a link between working remotely and lower productivity. You might also like: How to increase productivity in the workplace?

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How can managers effectively manage expectations – table of contents:

1. Take the first step – set the rules of cooperation
2. Start from day one – the onboarding process
3. Bet on effective communication
4. Communicating expectations of remote workers – summary

Proper remote collaboration comes from a commitment from both parties and it’s the result of well-established and clear communication. It facilitates maintaining good relations with remote workers. Today, you’ll see our tips on how to converse with remote workers to devise your communication strategy that gets your message across and creates the right working conditions.

Take the first step – set the rules of cooperation

What hours should remote workers stay on duty? How should they report on their performance? How often will the feedback meetings summarizing the progress take place?

These are just the tip of the iceberg of questions addressed to all managers committed to implementing effective remote collaboration. Taking this step requires understanding what the challenges of performing duties remotely are (including the problem of proper time management, breakdown of work-life balance principles, easy distractions, communication difficulties, equipment not working properly, or lack of interpersonal contact), as well as finding ways to mitigate them by providing employees with the best environment to perform their duties from home.

In addition to the principles of remote cooperation, it is also worthwhile to opt for jointly setting the goals that a person is expected to achieve in a certain period (KPIs). This is the easiest way to communicate your expectations while ensuring the productivity of the employee, who will strive to achieve them and keep an independent eye on where his work is at the moment. Such goals should be set for every employee, as they help keep them motivated to work.

Start from day one – the onboarding process

Correctly carrying out the onboarding process, i.e. introducing the new employees to the company and their duties is crucial both in making them feel comfortable in the organization as well as familiar with the rules to follow and expectations to meet. That’s why you should have these issues thought out and put down before the first meeting (in line with the previous point) to make everything clear to them and ensure they realize their scope of requirements. It is worthwhile for the employee to see that the described cooperation guidelines apply to all team members if kept to – ease the process of accepting them and getting used to the way things work.

If your existing and not newly hired employees are switching to remote work, you can still decide to conduct a kind of onboarding process – arranging a meeting and clearly explaining how the existing cooperation will change and what’s expected of each is highly advisable. People working remotely have to realize such issues because still many employers treat remote work as a benefit (and not as an effective way of performing their daily duties), which means that certain additional responsibilities or restrictions are imposed on their employees.

Bet on effective communication

One of the greatest challenges of working remotely is undoubtedly the implementation of effective communication between individuals – many employees indicate that it is this area that they find most troublesome, as it hinders the performance of their duties. After all, remote dialogues will never replace face-to-face ones and will not allow you to receive feedback as quickly as when you’re in the same room or building (because, for example, a person is just in a meeting, misses a notification, displays and forgets to write back, etc.).

Managing expectations of remote workers – summary

Proper communication of the manager’s expectations of how to work and the performance of each employee is the basis for effective remote collaboration. For this reason, it is so crucial that you prepare a description of clear guidelines that every team member will have access to and know how to comply with.

However, you must remember that your job as a manager does not end there. For you to respond to your expectations in practice, you have to take care of scheduled regular team meetings (that also focus on integration, as part of catching up with personal contacts), provide technical support in case of problems as well as assist in organizing work and look after the right work-life balance. When you combine all these elements, you will certainly manage a remote team professionally.

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Remote work and millennials – table of contents:

1. Millennials
2. What kind of employees are Millennials?
3. Professional career
4. Summary

Millennials

Millennials called Generation Y are a group of people born between 1980 -1994 of the 20th century. They were the first generation to have direct contact with modern technologies. Their childhood coincided with the development of video games, the Internet and social media. They are accustomed to technical innovations and actively use digital media and social networks. They were brought up in the reality of the free market and widespread globalization.

They are confident, active and open to new challenges. They enjoy life, enjoy a variety of experiences, are not afraid of surprises, and work is a means for them to fulfill their dreams. In private and at work, they care about the environment. They sort garbage, choose electronic documentation and promote tree-planting campaigns. They feel responsible for the future of our planet and want to have a real impact on it.

What kind of employees are Millennials?

The most important characteristic of Millennials with regard to the way they work is flexibility and quick adaptation to changing working conditions. They value working remotely and are able to maintain a work-life balance. If they identify with the organization and believe in its mission and vision, they are fully committed to what they do.

What they expect from their employer is the opportunity for professional growth and a sense of self-fulfillment. Millenials know exactly what they want and can claim their rights. They want to work in convenient conditions and with modern technologies.

In addition to salary, it is the organizational culture that plays a key role for them. When they are dissatisfied with their working conditions, they have no scruples about changing it. The high turnover rate of Generation Y can negatively affect the operation of companies. And it should be remembered that in 2025 they will account for 75% of the entire labor market.

Therefore, employers should change the perception of employees from this generation and try to adapt to their needs, provide them with high comfort at work and modern IT tools. Millenials do not want to work like their parents. They are familiar with different work systems, they know that rigid working hours are passé, they want to work on a task basis, and an employment contract is not the most important thing for them.

Professional career

Generation Y are employees who are consciously shaping their careers. They don’t like boredom, so they choose careers that are non-linear, unpredictable and unstable. Their main career goal is to gain diverse experience and a high degree of flexibility to acquire new qualifications.

They are oriented toward continuous development. Such an attitude is determined by the fact that they had to face the employer’s market when taking up their first jobs. They realize that, living in a time of increasing globalization, the profession they have today may be a profession of the past in a few years. Besides, Millennials feel they are citizens of the world, and their careers have no borders.

Given their values, aspirations and character traits, it’s no longer surprising that this is the generation most likely to work remotely. According to a report compiled by Glassdoor, Millennials are most likely to become real estate agents, recruiters and programmers. These professions are independent and flexible, requiring self-discipline and developing their own work schedule. And, most importantly, by choosing these professions they can work on a remote basis.

Summary

Millennials, as employees, are perceived differently. However, you cannot only rely on stereotypes that say that they are lazy, demanding and have no respect for basic values. The fact that they like working remotely does not mean that they are inferior employees. On the contrary, they are primarily young people who have adapted their work experience to the changing job market. They feel satisfied when they have the opportunity to work part-time. Thanks to their ambition and high qualifications, Millennials are taking over the labor market, completely transforming it.

Read also: Generation gap in the workplace.

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How to conduct virtual onboarding? – table of contents:

1. The role of onboarding
2. Objectives and stages of onboarding
3. Virtual onboarding
4. Summary

The role of onboarding

The most valuable resource of any organization are people, their skills and competencies. Therefore, proper recruitment process becomes essential in the process of personnel management aimed at attracting the most valuable employees. There’s also a stage after signing the employment contract involving the introduction and training of the new employee. Unfortunately, often managers neglect it and forget that only a properly conducted adaptation of a newly hired person determines their subsequent organizational behavior, attitude and quality of work.

Onboarding consists of a set of activities adapting a new employee and is one of the most effective retention tools. The role of onboarding is to introduce the newly hired person to the most important issues related to the functioning of the organization, to get familiar with the organizational culture, values, norms and rules of coexistence. At the same time, we mustn’t forget about imparting the knowledge and skills necessary for the proper execution of business tasks.

The adaptation of an employee in the work environment functions at various levels: structural, organizational, procedural and social. You have to plan it as well as keep implementing over an extended period. It can take several months for a worker to start bonding with a company. An employee who has been poorly prepared to take on new responsibilities does not identify with the company, bring about low productivity and a decrease in work efficiency.

The adaptation process should enable the employee to learn: the organization’s strategy, its mission and vision, its most important goals, organizational structure and culture, formal procedures related to internal communication and workflow, responsibilities and rights, career path, salary and bonus rules, operation of office equipment and other machinery and equipment used to perform tasks.

Objectives and stages of onboarding

Induction into an organization is a process that has four main goals. The first is to facilitate the initial stages of work, “getting used to” the new place, people and tasks. The second is to develop correct attitudes towards the company, enabling identification with it. Another is to obtain, in the shortest possible time, high efficiency and quality of work. And the last goal is to reduce the possibility of an employee leaving his job, to keep him in the organization.

A properly planned adaptation (onboarding) process should be carried out with the following stages in mind:

• Compliance – familiarization with procedures and documentation workflow,
• Clarification – setting goals and objectives for the employee,
• Culture – familiarization with organizational culture: formal and informal,
• Connection – integration of the employee with the rest of the organization.

Virtual onboarding

You can carry out onboarding in a variety of ways with different tools. Most commonly, it involves familiarizing the new employee with procedures and regulations, and providing job instruction. As a result of the Covid-19 pandemic, many organizations have been left to work remotely. Hence, carrying out onboarding virtually using a dedicated online platform is a common practice. The major functionalities of such a solution include:

• Online assignments, checklists and knowledge base available in one place,
• Ability to share pdf files, videos, presentations, e-learning training, tests,
• Virtual tour of the office,
• Possibility of placing dedicated tracks for different positions,
• Availability of the system on any mobile and desktop device,
• Ongoing monitoring of progress, generation of reports,
• Survey to determine employee satisfaction after onboarding.

From the beginning of the onboarding process, we should mind interpersonal relationships. New remote employees are prone to feelings of isolation and loneliness. To prevent this, introduce the new person to other co-workers by writing a message on the internal intranet and getting acquainted during a video conference.

Remote onboarding remote poses a challenge for both the employer and the employees, yet we can use some of its elements successfully and profitably in stationary employee adaptation.

Summary

Dynamic changes in the labor market force employers to take intensive measures to retain employees in the organization. Properly implemented onboarding is as important a factor for employees as salary or a planned development path. If we miss this first stage of onboarding, the negative effects become irreversible. It is in the first month that new employees form their attitudes and their level of commitment to work. Therefore, a proper introduction to the organization and ensuring transparent conditions of cooperation become key factors. Effective onboarding will not only make it possible to reduce excessive turnover, but will also significantly improve the company’s image.

Any onboarding, even virtual onboarding, needs a strategy. Check out the most effective ones.

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Remote networking – table of contents:

1. Embrace social media
2. Make professional connections
3. Apply software tools
4. Join virtual coworking spaces
5. Attend online events
6. Follow up the leaders
7. Share your knowledge
8. Use your cell phone
9. Smile
10. Include everyone
11. Summary

Embrace social media

Social networking sites are the most important tool to build relationships and expand your contact list. LinkedIn, the world’s largest professional network, brings together over 800 million users from all over the world. It is a perfect place to connect and present your skills. In order to use its potential, make sure that your LinkedIn page is clear and attractive. Why? Your profile is 21 times more likely to be viewed if you upload a photo.

Make professional connections

New relationships should be tailored to your specific job and passions. Remote work creates barriers for face-to-face conversations , which at the same time opens up completely different opportunities. How to find people with similar interests?

For this purpose, you need to use innovative solutions. LinkedIn has created a proprietary tool to identify the right people. LinkedIn Sales Navigator allows you to reach out to ideal employees and companies, which creates an opportunity for mutual business transactions.

Apply software tools

LinkedIn is just one example of several available means of virtual networking. To ensure that the whole process runs smoothly and efficiently, it is important to take care of technological conditions for professional and private communication between employees. Here is some software that will help you with it.

Slack

A multifunctional instant messenger that enables skillful dialogue and data exchange. Slack’s popularity stems from its broad suite of features such as setting reminders, video conferencing, and screen sharing.

Basecamp

The app is a great option for setting and commenting on project activities. Basecamp offers creating clear and intuitive to-do lists, preparing automated check-in questions, as well as provides a video chat service and a special board for announcements.

Microsoft Teams

The software is dedicated to video conferencing, but its usability is much more extensive. Meeting participants are provided with various communication channels, integrations with many applications, quick task commands, and all this with the help of a simple mobile device.

Join virtual coworking spaces

Co-working has moved into the digital world. A number of online portals where people come to work together prove it. Working in an atmosphere of community and solidarity prevents the risk of burnout, feelings of isolation and lack of motivation. Moreover, remote work allows you to interact in a multicultural environment. Such conditions inspire new ideas, initiatives and extremely interesting acquaintances.

A virtual space can be used by a complete team or single company departments. All staff members are located in one place, so the solution effectively imitates a traditional office.Digital co-working offers much more than a simple conference call.

Professional platforms provide support for employees in the form of webinars, meditation and coaching sessions. An interesting example of such a site is Remo. The software features a special e-office map that makes it easy to locate individual group members and join conversations intuitively.

Attend online events

Corporate events, business breakfasts, and job fairs are a great way to make fascinating connections. What if remote work makes it impossible to be physically present? Then, it is worth using online and teaching methods. All kinds of webinars, courses and trainings guarantee substantial benefits.

Participation in online events allows you to regularly improve your skills and increase your value as an employee. Another advantage is the opportunity to make new business relationships. Quite many events enable interaction between participants, and thus promote effective networking.

Follow up the leaders

Continuous development and acquiring new competences provide access to real specialists. Ambition and serious interest in the topic of training certainly won’t escape the instructor’s attention.

Contact with an expert can be a great opportunity for cooperation in a professional context, and even a chance to continue the relationship in a private life. Each workshop should be treated as an introduction to future, more advanced relationships.

Share your knowledge

Information is of no value if it is not properly used and implemented. A great way to practice networking is hosting internal webinars and online courses. Such a challenge generates enormous benefits for presenters. First of all, they position themselves as leaders in their field of expertise.

Company lecturers gain experience that can be later used during audits in external companies, which affects their status and income level. What is more, regular workshops help to strengthen bonds within the team, as well as to improve viewers’ skills. Online courses can be also organized in relation to corporate events and remarkable achievements.

Use your cell phone

Remote work involves modern ways of contact such as intuitive instant messaging and email. They have a fundamental flaw, though. They are easy to ignore. Therefore, it might be a good idea to reach for a traditional cell phone. A real conversation can clarify any misunderstandings. The sound of human voice is an especially important factor as it desn’t let you forget about natural characteristics of the person you’re talking to.

Smile

Remember that every business is about people. Stress and tension can lead to unnecessary conflicts, so it is essential to release negative emotions. Virtual work tools are a great medium for funny messages, videos and jokes. Occasional games also reduce stress and allow employees to build stronger bonds.

Include everyone

Effective remote networking should involve the whole company. Taking a joint initiative that includes all staff members might be an interesting idea. The project can address professional issues or go beyond business.

Remote networking – summary

According to many statistics, the importance of remote networking should not be underestimated. Research conducted by LinkedIn reveals that for 80% of employees, remote networking has significantly contributed to the development of their professional careers.

If you are interested in remote networking, read also about remote work challenges for project managers.

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Remote work – table of contents:

1. Generation Y
2. Effective recruitment
3. Availability
4. Technology
5. Reduced costs
6. Summary

Generation Y

Obviously, working conditions will depend on the workforce. The research shows that Millenials, also known as Generation Y, will dominate the global labour market in the next 3 years. What does it mean? Millenials are innovative and resourceful. They also value flexibility in the workplace. This undoubtedly affects the personnel management process. The sense of independence among this group is so important that 85% of respondents declare their willingness to work remotely.

Interestingly, 84% of the opinion-makers show a strong desire for a work-life balance. This is a great opportunity for employers. Several international corporations such as Apple and Deloitte have launched special programs dedicated to remote work. As a result, a significant increase in productivity and employee loyalty has been observed.

Effective recruitment

Remote work has opened the door to a new approach to hiring. A survey conducted by Upwork indicated that over 70% of companies will hire virtual employees by 2028 . This is also confirmed by the candidates themselves who are greatly satisfied with a remote working approach. It should be noted that the cost of replacing an individual employee can amount to 30% of the employee’s annual salary, and training a new unit is another 213%. A solid and dedicated team of experts translate into the company’s success. A high employee retention rate can even increase the company’s profits four times.

Availability

Remote work is also beneficial to consumers. A lack of rigid time and geographic constraints opens up new opportunities and allows for new contacts and relationships. Recipients are increasingly looking for first-rate services, regardless of the company’s location.Teleworking is becoming a significant competitive advantage on the market. Delivering customer service at any time of the day or night is one of the features of modern business.

Technology

Did you know that 90% of virtual data worldwide have been created over the past few years? It is a perfect example of the dynamics and pace of development in this segment. Every second means over 100 new devices connected to the Internet, and there are over a million tech startups around the world. A large part of this progress includes solutions that facilitate the employee’s performance at work. There are several apps and tools for managing projects, tasks and recruitment processes. Each tool contributes to increasing the advantage of remote work over the traditional approach.

Remote work – reduced costs

Remote work is undoubtedly one of the best techniques to minimize costs.Transferring to remote work mode allows you to rent a smaller office space or completely give it up. A lack of fixed location eliminates fees associated with the facility maintenance and other operating expenses.

Renting an office is just the beginning. You should also consider electricity and utility bills, costs associated with office equipment, providing coffee and snacks to employees, as well as compensation for possible business trips. It has been calculated that the average cost of job maintenance for a single employee can reach up to 18,000 dollars a year.

According to Global Workplace Analytics, the introduction of part-time remote work saves 11,000 dollars a year per employee. The same source indicates that Flexjobs spared as much as 5 million dollars, and IBM reduced real-estate fees by 50 million dollars.

Summary

Is remote work the future, then? Remote work is producing a lot of attention since it offers several benefits for both employers and employees . With the outbreak of the coronavirus pandemics, it has become a popular trend in a multitude of industries.

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Online job interview – table of contents:

1. Take care of your space
2. Wear smart clothes
3. Use body language
4. Choose a strategy
5. Practice makes perfect
6. Summary

Take care of your space

Proper conditions are very important for the whole procedure. It is advisable to take care of a good Internet connection and the absence of noise, which will prevent misunderstandings and disruptions in communication.

Ideal lighting should be natural and frontal. Pay attention to whether glasses, ornaments, jewelry or a watch do not cause a blinding flash. The webcam should be kept at your eye level so as to give the impression of a direct dialogue, and the use of a special handle will ensure a proper frame.

Another element is your desk where you should leave the attributes related to the upcoming interview. This will let you fully focus on the task and reduce any distractions. A glass of water will ensure fluency and a freedom of expression, and a resume will allow you to quickly view the attached mentions and keep additional notes.

A monotonous, simple background will make it easier for your partner to focus, and the use of headphones will reduce reverberation, unwanted sounds and emphasize the tone of voice. Such a set will guarantee excellent conditions for your interview.

Wear smart clothes

Online recruitment in the comfort of your home does not justify the lack of professional clothing. Your clothes should not differ from the ones you choose for a personal meeting, but there are exceptions! Checked patterns, dots and stripes will not work in the case of a video conference as they may cause some technical disruptions.

What is more, colors and patterns can be adapted to the individual company image. Reviewing the company’s business activities, its mission as well as supported actions, will allow you to adjust to the culture and needs of the institution.

Use body language

Body language is a particularly important aspect of any conversation, also in a virtual format. Therefore, keeping eye contact with the webcam will help you communicate more effectively, and a natural smile will give a subtle tone. Keeping your posture upright will make you look communicative, organized and competent. This is a very valuable skill that should be constantly practiced.

Nod and smile to show that you are listening to the interviewer when they are speaking. A remote connection can generate some difficulties and slow down the communication. Speak in a calm and comfortable manner so that your interviewer understands you properly.

Choose a strategy

Any job interview is an occassion to present your skills. It lets you speak more about your knowledge and prior experience. While you already know your strenghts, you should also carefully examine the job description. Thanks to this strategy, you will be able to prove why you would be a good fit. It may also give you some ideas about questions the employer might ask you in the interview.

Practice makes perfect

The best way to adapt to unexpected changes is testing possible scenarios. If you have a cell phone, tablet or a computer, record your responses and play them back to yourself. Make sure you choose a device that has suitable software and applications. Pay attention to body language and identify any aspects of your behavior that need improvement.

Summary

Statisitcs presented by the Recruiter prove that 63% of HR staff use a video technology to conduct job interviews. The data show that this method is extremely practical, economical and time-saving. It also lets you do the interview from every corner of the world.

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Tips for marketing agencies – table of contents:

1. The marketing agency
2. Definition of remote work
3. Remote working for agencies, is it possible?
4. Remote work management tips for marketing agencies
5. Check out our project management software for marketing agencies

The marketing agency

These days, when you look for a job you can pick and choose both the way and amount of time you work. There is full-time, ¾ time, part-time, an hour a week, or even seasonally on commission. Different to the-40 h/week- 9-5 week schemes have proven equally successful. Also from an employer’s angle, the Internet era has brought forth a variety of employment modes.

The choice ranges from stationary work to home office with hybrids “in the middle”. But which mode fits best in the case of marketing agency? If not in the office, how and when should it carry out its main duties? Those include devising content marketing strategies, SEO and SEM activities, analysis of advertising, preparing presentations, observation and organizing meetings. In today’s article we would like to present ways and useful tips on how to manage marketing agency in the remote work conditions.

The marketing agency usually consists of many specialized workers forming a team capable of conceiving, developing and skyrocketing a brand. A programmer, graphic designer, copywriter, content manager, marketing and PR specialist… – these are the people who through practical and creative skills can create something from virtually nothing while achieving the business goals of clients.

Definition of remote work

The term “remote work” refers to performing assigned duties outside a company’s headquarters, typically in one’s own home. Not only freelancers can afford it carrying out orders most often found on Internet portals, but also full-time employees when they have the opportunity to work efficiently anywhere in the world.

Amazing possibilities of modern technology and handy applications empower the employer to precisely divide and enforce tasks and discuss projects or company plans online. All it takes is a working computer, high-speed Internet, and the ability to communicate via electronic means to make the remote model achievable and profitable.

Nowadays, working remotely provides incredible convenience. It allows fulfilling both professional and home duties at the same time, saving money and time associated with commuting to the company. Its synonyms like online or mobile work for many are associated with psychological comfort and more efficient operations.

Remote working for agencies, is it possible?

The coronavirus pandemic has disrupted the operations of many businesses. For some, the only solution to survival has been to go for the remote. Despite lifting the pandemic restrictions in many places, things haven’t returned to the good old ways. In fact, both employers and workers prefer working remotely.

For marketing agencies, mobile work is similarly available and even more fruitful. With apps like Trello or Asana you can implement, schedule, analyze, delegate, brainstorm,, etc. tasks, all online. Thanks to ż­·˘k8Ć콢Ěü.com you can collaborate with your team, share important project information and leave structured feedback under relevant tasks. In most cases, software in form of Canva, Notion, or Figma (graphic design) becomes key tools for the majority of tasks.

Strong and constant relations with the client – telephone conversations or exchange of e-mails are the backbone of operations of a marketing agency. Projects are breeding ground for greatly committed people and, in the case of the agency, the key tasks like every order can be carried out remotely, and business and team meetings – online.

Remote work management tips for marketing agencies

The productivity of a marketing agency team depends on many factors. We have prepared hints and advice for the marketers to achieve efficient and satisfactory results from online work:

1. Company equipment – if the employer cares about the quality of his employees’ work, he must provide the team with the necessary professional equipment. Such seems to be a cell phone, computer, camera, and if the situation requires it – even a desk and chair. It is the responsibility of the boss to help organize a comfortable place to perform tasks for the company.
2. Access to high-speed Internet – more and more people have access to fixed Internet, but still not all. This problem mainly affects the smallest towns. In order for the agency’s work to be distinguished by efficiency, the working person must have professional access to the Internet.
3. Flexible working hours – performing professional duties in an apartment with children running around or a neighbor’s renovation work in progress is quite a challenge. Therefore, employees often count on forbearance. The possibility of performing work outside rigid hours is a bonus of remote work.
4. Training – remote work in a marketing agency is possible if the employees have the necessary know-how. Here, special applications are an aid to the project and proper organization. The employer is obliged to train the employed person in the use of modules needed for professional tasks.
5. Online meetings – constant contact of the whole team is extremely important for the work to go as planned by the employer. Proper communication guarantees fewer mistakes and saves time. In addition, numerous scheduled meetings allow you to control the course of the task and the activities of all people in the agency. Still, It is worth meeting face to face from time to time. Sometimes it is the only way to get to know each other better.
6. Proper motivation – regardless of work location, whether it’s home or stationary, all professionals always look for a source of motivation. Many employers forget that engagement of workers also depends on benefits they get. Integration meetings, multisport cards, or e.g., vacation allowance are other factors that increase job satisfaction and effectiveness of the whole team.

Check out other articles about working remotely:

1. Remote working tips for HR agencies
2. Remote work tips for IT teams

Check out our project management software for marketing agencies:

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Tips for IT teams – table of contents:

1. Pros and cons
2. IT go home, or 11 remote work tips

Pros and cons

A certain set of advantages and disadvantages characterizes every business model. Telework enables primarily to save time. Long hours spent during hectic traffic congestion turn into peaceful and creative session goals more sensibly. Moreover, it provides employees with time and tools to schedule their future assignments.

Such a system of performing duties also entails challenges and drawbacks. A serious example of such concerns the psychological dimension, like is the feeling of isolation. But just the tip of an iceberg we’ve covered below. Find out what are the 11 top remote work tips to excel at virtual IT team management.

IT go home, or 11 remote work tips

Digital engagement mode for IT employees is not a complete novelty, but e-collaboration can cause communication difficulties. A few simple rules will build a clear and readable set of instructions for all crew members.

1. Maintain work-life balance

   The initial point is a great reminder for people who enforce commitments from their own homes. The absence of visible boundaries between work and daily living areas often results in a loss of concentration and also motivation, as well as rapid professional burnout. To this end, it is worth organizing a clear time and territory that marks the time for professional activity.

2. Stay fit

   A sedentary way of working affects medical aspects, and numerous hours spent in the back of a chair can cause permanent spinal changes. Ergonomics is a very important component that interferes with the final results of each member of the staff. Take care of your body’s proper alignment, as well as your eyesight and hearing, and cyber service will be a pleasure.

3. Remember the agenda

   Developing a detailed and efficient strategy is crucial for the optimal cooperation of the complex IT machine. It’s a good idea to establish a schedule of the day together, along with the most significant agenda items, to avoid possible misunderstandings or confusion. Designing a harmonious scheme brings stability and automation to many processes, and as a result – immediate and efficient enforcement of individual tasks.

4. Establish the right communication

   This is the culminating component of any organization operating in a remote working environment, especially the information technology industry. Exchange of data, thoughts, comments, as well as reporting and sending documentation – these are only a few examples for which an optimal communication application is necessary. Remember that the technology you choose should be easy to use, intuitive, and accessible to all.

5. Nurture relationships

   Regular attention to building positive relationships with colleagues is priceless. Virtual reality environments should be designed to foster an atmosphere of camaraderie, helpfulness, and collaboration. This brings the entire department together, increases interaction, and eliminates the risk of isolation or burnout among staff.

6. Treat yourself

   Traditional professional environments require a certain standard and pace of work. A sudden change in environment and mobilizing stimuli can contribute to excessive procrastination. Systematic challenges are a great way to develop strong discipline. Using time management tools will enable you to create a clear task list and improve productivity for you and your partners.

7. Harness entertainment

   The aforementioned time tracking is just one example of innovations that can successfully impact performance. However, this does not mean dull drafting balance sheets, outlines, or completing a calendar of future projects. The software called ż­·˘k8Ć콢Ěü is a proposition that is perfectly adapted to the realities of companies working remotely. The benefits of using special applications are truly amazing, and the statistics presented by the Review42 portal show unequivocally – 72% of employees declare deepened motivation for greater involvement.

8. React at instant

   Acting remotely completely changes the procedures for operating during an urgent situation. A dynamic response is critical in preventing the business from facing consequences, so don’t hesitate and make that phone call.

9. Promote professionalism

   Not having direct contact with company representatives does not relieve you from meeting assignments and maintaining their required standards. Wearing an appropriate outfit is for many a sign for you to start working and a prerequisite directing your attitude and actions. What’s more, you build your personal image as a true professional since cultivating the right culture is a valuable signal for colleagues and superiors, clients and yourself that they deal with a professional.

10. Build a home studio

    Video conferencing is a recurring module of remote work, but this form of communication positively affects its participants. Periodic conversations refresh mutual contacts and prevent feelings of isolation. Make sure your team has regular conversations, and if not-be the initiator!

11. Brainstorm

    This is a great excuse for the above comment, but this context is much more valuable. The digital activity requires the management of many elements, structures, schemas, and instruments that are subject to updates and improvements. It is worth having a dialogue about what can be improved throughout the virtual collaboration process. Such findings will make the team’s productivity increase and the procedure itself easy, enjoyable and automatic.

We hope you use our remote work tips for IT teams. If you are interested in the topic of remote working, check out our previous articles:

1. How to reduce the digital stress that accompanies a remote worker?
2. Remote recruitment – a challenge for the recruiter
3. A company without an office. How to work remotely and manage your team effectively

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