Brett Aaron Ulrich has watched the market transform more and more towards a remote design, particularly during the COVID-19 pandemic. However, larger businesses were already moving in this direction because it cuts back on office expenses and can produce great results. But what if your remote team is starting to flag in its motivation? You may need to utilize these steps to keep them on task.
Brett Aaron Ulrich Examines Remote Motivation Methods
Remote work is very beneficial but notoriously difficult for motivational purposes. People working from home often have difficulty detaching from their comfortable feeling of being at home and enjoying their life. As a result, it isn’t uncommon for people in this situation to struggle with staying on task and find themselves feeling disconnected from their environment. However, Brett Aaron Ulrich believes this doesn’t have to be the case.
First, a company needs to do what it can to make its employees feel like they belong to a business. These steps include doing things like setting up Slack chats that let employees interact in real-time. Video chats and meetings are also important because it puts a real person in the place of a picture. In this way, it is easier for employees to feel connected to each other and their work environment.
Second, Brett Aaron Ulrich highlights the importance of letting your employees know exactly how they contribute to your business. This step includes detailed job titles, regular productivity meetings, and much more. It is also a good idea to reach out to each worker, individually, throughout their work period to see how they are doing. Task management software can help to make this process smoother and more efficient.
Task software also helps provide a company-wide understanding of your goals and an easier understanding of how to achieve them. For instance, it is possible to track a task’s progress, check it off as complete, ask for changes, and update the task’s progress in a real-time environment. In this way, businesses can avoid straying attention and other concerns that may occur.
Lastly, Brett Aaron Ulrich states that remote teams need to know exactly how their contributions help a company thrive. Workers want to do well and enjoy their employer to let them know how they are doing. Businesses that take the time to provide this vital feedback often do the best economically because they keep their team motivated and on task during difficult times.
Regular meetings with managers and employees can help keep teams more motivated and in touch with their progress. Reports, suggestions, and much more all help employees understand exactly what they need to improve. Just as importantly, rewards for hard work (such as raises, public shout-outs, and gifts) can all help to make a remote work team feel like they’re thriving in their work environment.
