One of the more fascinating aspects of how remote jobs are transforming the workplace is employee engagement. How does remote work affect how engaged your employees are? And how can managers find the Goldilocks zone of remote work—neither too much nor too little, but just the right balance?
A New York Times article examined data from a new Gallup poll on how more people are working remotely, some or all of the time. The article focused in part on what was dubbed, “The Remote Work Sweet Spot,” that balance of just the right amount of remote work to keep employees feeling fully engaged and productive.
For remote managers, assessing different levels of engagement and productivity can depend on factors like the type of work involved or the abilities of individual team members to telecommute successfully. A closer look at the Gallup data offers good insights into how remote work impacts how engaged employees are with their colleagues and with the company as a whole.
Here are suggestions for how to find the Goldilocks zone of remote work:
Strike a balance to engage employees.
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Who were the most engaged team members, according to the Gallup data? Workers who spent three to four days a week working remotely led the way. Percentage-wise, the study found, employees who worked virtually 60 to 80 percent of the time were the most highly engaged. Team members who were in the office one or two days a week were reportedly more likely to feel they had “a best friend at work,” and also felt they had ample opportunity for professional development and growth, the study found.
Tip for finding the Goldilocks zone: Providing ample opportunities for training, coaching, and career development is one of the best ways to keep employees engaged and retain your best talent.
None of the time vs. all of the time.
It may seem counter-intuitive, but workers who are completely home-based and workers who work 100 percent of the time from the office are equally engaged, the Gallup research found. For both groups, 30 percent of workers said they were engaged with company culture, operations, and mission. Similarly, 54 to 55 percent in both remote workers and in-office workers said they were not engaged with the company or colleagues. And for both groups, 15 to 16 percent reported that they were actively disengaged with the organization.
Tip for finding the Goldilocks zone: To combat active disengagement, stress workplace communication—and that includes communication from managers to remote employees as well as platforms that facilitate communication among team members.
Offering routine feedback and rewards.
The Gallup report noted that all employees, but especially those who work remotely, feel more connected to the organization when they get routine feedback that’s not a rote or automated response. Having a regular point person providing the feedback is particularly helpful, the report said. Virtual employees benefit when they know that “someone at work cares about them as a person, encourages their development and has talked to them about their progress,” Gallup reported.
Tip for finding the Goldilocks zone: At-home workers value support (technical and otherwise) and a formalized reward structure that lets them know their work is appreciated. Rewarding good work is one of the best ways to keep happy and productive remote workers.
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