How to boost staff motivation whilst working from home

It can be hard to connect and interact with staff when they are working from home. Since Covid-19, many workplaces around the UK have changed dramatically. Self-isolation and working from home have become the new norm. This doesn’t stop you from keeping in touch with your staff and letting them know you care. We have put together a few little ideas to help you stay connected. And to ensure your staff still feel a part of the team. Try them out and let us know how they go.

Send some chocolates or beverages in the mail

Let’s face it, who doesn’t love a box of chocolates or a 6 pack. Just ensure you pick the correct postage and package well. I’m sure any employee would love the gesture. I know I sure would.

Stay connected with people

Calling staff without a reason just for a catch-up is an excellent way to boost staff morale and break up their day. Some people live alone and may not be getting much human contact right now, and a quick phone call might be just what they need.

Send a surprise gift

This could be something as simple as a new pen, a coffee mug, a mouse mat or a fidget spinner. It doesn’t have to break the bank and will let your staff know you are thinking of them. Little gestures like this help staff morale and can motivate them into work mode.

Host remote video conferences

You can connect with your team in many ways, from SMS, Email, Phone Calls and Video Chat. Video calls offer a more personal touch and are a good way to catch up and communicate. If you haven’t already, why not give it a try?

Identify great work

Although remote workers have shown that they are efficient competitors or go beyond that of their office-dwelling counterparts, they don’t always get acknowledgement for that job. Make it a point to recognize remote employees for their many contributions to your company. Yet do not quit there. Make acknowledgement highly noticeable. So, other company participants know the important contributions remote workers make daily. Modern communication and collaboration tools make accomplishing this dead simple.

Position an emphasis on what’s produced instead of when

Since the remote worker’s placement exists for a reason, let those employees utilize it to their most productive advantage. In other words, if one remote employee performs better in the evening and the setting doesn’t ask for communication with customers, permit them to generate during that time. Others might be early risers and need to drain a job before midday– great! Let them perform without unneeded constraints.

Keep synchronization of job features at the forefront

Staff members operating in the company workplace usually know and recognize operations processes and why they are required. Remote employees have a different constant feed of details from managers coming to their desks or basic updates through the work area telegraph. Provide remote staff members continual access to the mission. And also vision statements, task updates, business efficiency records, etc. It will help the remote worker recognize how their role adds to the firm’s overall success. And it will lead to a much more engaged employee.

Aid with time management

Among the barriers reported by remote workers is their ability to handle their time properly. They have the flexibility to take care of home jobs, taxi the youngsters to college, go to a doctor’s visit, and extra, yet might battle with scheduling focused work time right into their day. Offering devices, pointers, and training that can assist remote workers in better managing their time is a fantastic incentive. It reveals that monitoring cares and provides resources to aid with their path to success. Taking on collaborative project administration devices like Wrike, Asana, and Trello can make a large difference here.

Cut out the fluff

One of the downsides of remote working is the drop in communication from the workplace. As pointed out, an excellent circulation of communication must be established with the remote workers to keep them engaged and encouraged. However, there is such a point as way too much face time. If a conference is optional, only schedule one, even if it was agreed to deal with a particular task daily at 8:30 a.m. Interact when needed, then leave the remote worker alone to do their work.

Sam Ashford
Sam Ashford - Author

Hey, I'm Sam Ashford! I have 20 years of experience in the IT industry. I have worked as a security analyst, trainer, and writer at Synergy-UK for over ten years.

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