7 Notable Changes in Employee Management With the Growth of Remote Working

In the evolving landscape of remote work, HR professionals have observed significant shifts in employee management strategies. From embracing flexible outcome-based management to prioritizing employee well-being and mental health, we've gathered insights from seven experts, including CEOs and Talent Managers, to share their experiences. Discover how these changes are shaping the future of work as we delve into the first and last perspectives provided.

• Embracing Flexible Outcome-Based Management
• Importance of Regular Check-Ins
• Enhanced Digital Engagement with Employees
• Remote Work Ends Micromanagement
• Outcome-Based Performance Evaluations Prevail
• Shift to Results-Oriented Employee Management
• Prioritizing Employee Well-Being and Mental Health

Embracing Flexible Outcome-Based Management

With the growth of remote working, a notable change in employee management has been the shift towards more flexible and outcome-based approaches. Traditional metrics, like hours spent at the desk, are being replaced by a focus on productivity and results. Managers now emphasize clear communication, setting precise goals, and using digital tools to track progress and facilitate collaboration. 

Additionally, there's a stronger emphasis on employee well-being and work-life balance, recognizing the challenges of blending home and work environments. This evolution has led to more trust and autonomy in the workplace, empowering employees to manage their schedules and work more effectively, regardless of location.

Dr Haritha Lekha, Author and HR Associate, harithalekha.com

Importance of Regular Check-Ins

As an HR professional, the growth of remote working has brought about notable changes in employee management. One key aspect that has gained importance is the need for regular check-ins and team engagement. In a traditional office setting, supervisors and team leads had more visibility and face-to-face interaction with their employees, allowing them to gauge their progress and provide immediate feedback. However, with the shift to remote work, these regular check-ins have become crucial to keep track of employee performance, address concerns, and maintain a sense of connection.

Another significant change is the emphasis on active listening. In virtual team environments, it is essential for managers to actively listen to their employees' concerns, challenges, and achievements. Without physical cues, it becomes all the more critical to actively engage in conversations, ask clarifying questions, and provide empathetic responses. This proactive approach helps foster trust, promotes effective communication, and ensures that employees feel heard and valued.

Additionally, creating clear expectations regarding response time and availability is vital. When working remotely, employees may face distractions or have difficulties in maintaining work-life balance. To address this, managers should clearly communicate expected response times for emails, messages, and meeting invitations. Setting realistic and flexible expectations allows employees to manage their workload effectively, reducing stress and promoting overall well-being.

In conclusion, the growth of remote working has necessitated HR professionals to place increased importance on regular check-ins, active listening, and setting clear expectations. By adapting to these changes, companies can foster strong employee engagement, maintain productivity, and effectively manage their remote workforce.

Melissa Pennington, CEO & Founder, HR On Demand

Enhanced Digital Engagement with Employees

One notable change I’ve observed with the growth of remote working is the increased difficulty in meeting employees’ needs. The physical distance makes it harder for organizations to understand what people truly want, which is enhanced by increased individualism. 

At Deepler, we addressed this by implementing regular, meaningful conversations through digital tools that track and analyze employee feedback. This shift from occasional check-ins to consistent engagement helped us better understand and respond to our team’s needs. 

It’s become essential, not just a nice-to-have, to maintain a supportive and connected work environment despite the physical separation.

Stijn van der Vat, CEO, Deepler

Remote Work Ends Micromanagement

Remote working is a death sentence to micromanagement. Forget about peeking over someone's shoulder; figure out how to become an enabler, not an enforcer. It is like learning how to drive all over again, just on a different side of the road. As simple as it may sound, readjusting your 'how' holds the recipe for success in any remote workforce.

Focus on consistency in deliverables, limiting team distractions, and implementing frequent check-ins as the quintessence of effective communication in any remote setting. Empowering your remote team to do their best work equals engagement, which in turn leads to taking the business to the next level.

Trust and be trustworthy.

Dominika Weston, Talent Manager, GLOBO

Outcome-Based Performance Evaluations Prevail

One of the most notable changes I’ve witnessed in employee management with the rise of remote working is the shift towards outcome-based performance evaluations. Previously, many organizations relied heavily on measuring employee performance based on time spent in the office and visible activity. However, with remote work, it became clear that these metrics were no longer effective or relevant.

For example, during the pandemic, our team transitioned to a remote work model almost overnight. We had to rethink how we measured success and productivity. Instead of tracking hours, we started focusing on key deliverables and outcomes. This shift not only helped in better assessing individual performance but also encouraged employees to manage their time more effectively and take ownership of their work.

Moreover, remote working has led to increased trust and autonomy. Managers learned to trust their teams more, and employees appreciated the flexibility to balance work with personal responsibilities. This change fostered a more results-driven culture and significantly improved job satisfaction and engagement.

The transition to remote work has fundamentally changed employee management, emphasizing trust, flexibility, and a focus on outcomes rather than mere presence. It’s a shift that has benefited both the organization and its employees, leading to greater efficiency and a more positive work environment.

Kasey Devine, Vice President of Strategic Growth, Procare HR

Shift to Results-Oriented Employee Management

One of the biggest changes I have seen is the shift toward a more flexible and results-oriented approach to managing employees. We used to have a strict 9-5 schedule and focused on monitoring employees' physical presence in the office. However, with the rise of remote working, we are now more focused on setting clear expectations and goals for employees to meet, rather than micromanaging their time.

This shift toward a results-oriented approach has also led to greater trust between managers and employees. Before, there was always some level of doubt or suspicion when an employee asked for time off or worked from home. But now, since everyone is working remotely, we use more communication tools to stay connected and ensure that work is getting done.

We also have seen a notable change in the emphasis on virtual team building and maintaining a positive company culture. With everyone working from different locations, it's important to find ways to keep employees engaged and feeling like they are part of a team. This has led to more creative virtual team-building activities and initiatives to promote a healthy work-life balance.

Daniel Cook, HR / Marketing Executive, Mullen and Mullen

Prioritizing Employee Well-Being and Mental Health

As our company is fully remote-working, the most apparent change is the focus on employee well-being and mental health. As remote working blurs the lines between personal and professional, employees are more prone to burnout.

Today, many companies are introducing well-being sessions through virtual communications, such as workouts, meditation workshops, or mental health days. Virtual social events, such as game nights or coffee chats, provide a Friday night vibe despite the employee's remote location, reducing feelings of loneliness. Flexible working hours isolate the core business hours and let employees choose their preferred start time to manage their work-life balance better.

These initiatives help reduce mental stresses and provide employees with the tools and time to de-stress and recharge, resulting in a stronger and more productive workforce. Proactively taking care of employee mental health is an important pillar of modern management in the context of remote working.

Sunaree Komolchomalee, Head of Human Resources, Cupid Digital PR Agency