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 many workplaces around the UK have changed dramatically. Self isolation and working from home has become to 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 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 a good way to boost staff morale and to 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 the break the bank and will let your staff know your thinking of them. Little gestures like this help staff morale and can motive them into work mode.

Host remote video conferences

There are many ways you can connect with your team, everything from SMS, Email, Phone Calls and Video Chat. Video calls offer a more personal touch and is 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 their efficient competitors or go beyond that of their office-dwelling counterparts, they don’t always get acknowledgment for that job. Make it a point to recognize remote employees for the many contributions they are making to your organization. Yet do not quit there. Make acknowledgment highly noticeable, so other participants of the organization know the important contributions remote workers are making daily. Modern communication and also 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 as well as 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 prior to 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 also recognize operations processes as well as why they are required. Remote employees do not have the very same constant feed of details from managers coming over their desks or basic updates through the work area telegraph. Providing remote staff members continual access to the mission and also vision statements, task updates, business efficiency records, and so on assists, the remote worker recognizes how their role adds to the firm’s overall success, leading 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, as well as 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 manage their time is a fantastic incentive. It reveals that monitoring cares, and also it provides resources to aid with their path to success. Taking on collaborative project administration devices like Wrike, Asana, as well as Trello can make a large difference here.

Cut out the fluff

  Among the downsides of functioning remotely is that communication levels with the workplace have the possibility to leave. As pointed out, an excellent circulation of communication requires to be established with the remote workers to maintain them engaged and encouraged. However, there is such a point as way too much face time. If a conference is not required, do not schedule one even if it was agreed to deal with a particular task every day at 8:30 am. Interact when needed, then leave the remote worker alone to do their work.

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