Since telecommuting became a trend years ago, companies have been excited over the prospect of reducing costs, boosting productivity, and gaining access to a wider talent pool. The problem: it doesn’t always live up to the hype especially when not implemented properly.

Remote working can be a classic example of an ‘expectation versus reality’ situation. A study by MIT Sloan Management Review found that 82% of 70 teams fell short of their intended goals. One-third of their sample even rated their performance as largely unsuccessful.

Why does this happen? Some organisations are quickly adjusting to the opportunity thanks to prior experience with virtual services, while others are doomed to fail. Your business might be too if you don’t watch out for the following:

Remote Working Mistakes to Avoid

Are your employees getting burnt out?

Remote professionals work separately from others and hardly have any face-time for hours on end. They may feel like the work they’re doing isn’t recognised or appreciated. They might also get worried that others view them as lazy because they’re not in the same office – so they work more.

Because of all these, they’re at risk of working more than they should and getting burnt out. It’s your responsibility as employer to look out for their well-being so encourage them to take breaks. For example, set a rule that everyone must take an hour for lunch.

Are the communication processes unclear?

Communication is even more important to get right because of the infrequent face-time between your team members. This means using more than one tool for video, phone, email, chat and so on. You’ll need to establish clear guidelines on when and how to use each one as well.

Chats are enough for quick updates, phone calls are better for situations that need long discussions, and video conferences are ideal for walking each other through tasks. For workers scattered across time zones, it’s crucial to set a time when everyone is expected to be online to talk to.

Are you overlooking culture fit when hiring?

It’s easy to recruit for talent but it’s a different matter when considering team fit. A centralised office allows people to interact and share ideas more easily, thereby developing a defined camaraderie. Being remote limits this exposure and the chances to build a culture.

Unless you can afford to fly your staff to your location once a year, think about exercises that your whole team can do online. Go for an activity that helps them figure out who they are and whether they’re all on the same page.

Are your people talking to each other?

Even if your communication process is clear, there’s no point unless your employees are using it to communicate regularly. There is no such thing as over-communication when the topic is about their tasks or the project overall. Make yourself available to answer their queries whenever necessary.

If there’s something you want done in a particular manner, don’t settle for an email. Give your members a call and see if they have any questions. Send them a private message later to ask for updates or give a reminder about the task without micromanaging.

Are your mission and vision too vague?

Make sure that your staff is aware of your expectations of them. This ensures that they will work with intention and purpose. Not to mention it will keep everyone aligned with company goals. Briefing new hires of your objectives during their onboarding is a great place to start.

To get the whole team on the same page for smaller goals, use project management tools like Trello or Teamwork. It gives them a better idea of how their work contributes towards the big picture, helping them make the right decisions.

Are you being a micromanager?

It’s understandable that you want to stay updated on the progress on your projects. However, this is no reason to breathe down the neck of your subordinates. There’s a difference between asking your content writer about a newsletter versus telling them how to write it.

Establish boundaries for how involved you’ll be in your team’s day-to-day dealings instead. Learn to trust your team to do what they need to without you observing their every move. If you find that you can’t trust them, you likely hired the wrong people.

Are your workers new to the remote scene?

First-time virtual professionals sometimes have an idealised view of what it means to be location-independent. They may mistake it as working from a beach in the tropics or on a sleeper train in Europe. These are entirely possible yet could spell disaster for their focus.

Encourage them to work from a home office or a co-working space where it’s easier to concentrate and get things done. Setting core hours also helps structure their workday as they know when to be in front of their computer and when they’re free to do as they please.

Remote Working Must Do

With the correct approach and process for communication, it’s possible to make remote working arrangements successful in your company. You can be on trend with the future of work while enjoying the benefits that come with a virtual workforce.

Creating a remote team can be a challenge, however. If you’re currently building one and still lack members, why not work with Remote Workmate? We specialise in connecting global clients such as yourself with qualified online professionals.

Unlike freelancing marketplaces where you do everything yourself, we handle the heavy lifting, including recruitment, sourcing, and payroll.