Remote work teams need to be motivated to stay on course regarding the organization’s objectives. McGregor and Doshi (2020) argue that proactively designing benefits for this group of workers, for example, technology perks, such as a laptop upgrade, motivates them. The second strategy is offering tangible and intangible rewards to boost their work morale (Dulebohn & Hoch, 2017). These two are some of the sure ways of motivating remote workers.
Moreover, remote working teams need to be recognized to feel that their efforts are being appreciated. One of the ways is sending a small stipend for home office use to enable them to upgrade their desks and furniture to ensure they are comfortably teleworking. Secondly, sending remote workers timely gifts for their birthdays and other special holidays helps recognize their effort (Maher & Bedawy, 2015). These strategies help recognize remote working teams to keep them glued to the mission of the organization.
Next, remote working teams need to be engaged to ensure they do not drift from organizational targets. One way that Larson et al. (2020) suggest is to host virtual meetings as a way of maintaining regular communication. The second way is to provide an environment allowing peer collaboration to ensure each remote worker takes part in specific tasks. These are effective strategies to ensure remote workers are well engaged.
Lastly, rewarding remote work teams is a crucial way of ensuring they are motivated to complete their tasks in time. One of the strategies to reward remote working employees is to give them a regular workspace allowance to make a comfortable home office once they achieve their targets. The second one is to give them time off, especially on Fridays, to break the monotony of sitting on their computers all week, especially when they get positive comments from clients (Liao, 2017). These strategies will help remote work teams maintain their focus towards achieving the organization’s vision and mission.
References
Dulebohn, J. H., & Hoch, J. E. (2017). Virtual teams in organizations. Human Resource Management Review, 27(4), 569-574.
Larson, B. Z., Vroman, S. R., & Makarius, E. E. (2020). A guide to managing your (Newly) remote workers.Harvard Business Review.
Liao, C. (2017). Leadership in virtual teams: A multilevel perspective. Human Resource Management Review, 27(4), 648-659.
Maher, A., & Bedawy, R. E. (2015). Core practices for managing virtual employees in public organizations. Journal of Business and Economics, 6(1), 113-120.
McGregor, L., & Doshi, N. (2020). How to keep your team motivated, remotely.Harvard Business Review. Web.