The workforce has left the building—the office building, that is. Remote work opportunities have become an expectation in the workforce, and business owners and managers must adapt or risk being left behind. For those who already have remote workers or are considering adding them to the team, here are a few guidelines to effectively manage off-site employees.

1. Set up your team members for success. Ensure that employees have high-speed internet connections and the necessary hardware to get the job done efficiently and securely. Strongly encourage workers to set up a separate workspace (read, “not the kitchen table”). A room with a door is ideal. Consider providing a stipend to enable staff to purchase and reasonably maintain the computers and office furniture needed for a home office.
2. Take advantage of technology. Equip your employees with the necessary technology and the appropriate software to do their jobs and to communicate with the team along the way. Consider software to enhance the remote work experience, such as project management, chat platforms, and video conferencing.
3. Establish cybersecurity protocols. Give your employees secure remote access to company information and programs and plan for security updates as needed. Train the team to use cybersecurity best practices. Communicate regularly that protecting both company and client information is a high priority.
4. Set clear expectations. Allowing for flexibility is key to your remote culture. At the same time, everyone benefits from clearly communicated long-term goals and day-to-day expectations. In the absence of in-person office time, communication from leadership becomes even more critical. Communicate clearly and touch base often. Once expectations are communicated, project management and productivity software can help with follow-through and accomplishing stated goals.
5. Remember that a healthy work culture includes real people as well as productivity goals. Use your cameras for meetings so that participants can see one another. Body language and facial expressions make it easier to read an individual’s level of understanding and connectedness in any meeting or conversation. Call or video chat with your team members weekly. In addition to discussing work projects, ask how they are doing.
6. Create opportunities for your team members to connect with each other. Offer virtual after-hours hangout times for the team to relax and talk. Add creative giveaways as an incentive to join in. Schedule an annual in-person team retreat that includes training and vision-casting as well as casual time to connect, such as meals together and just-for-fun activities.
7. Celebrate accomplishments. Combat the natural drift toward remote workers feeling isolated by taking time to recognize accomplishments. Develop a rhythm of sending emails or video announcements to the team highlighting individual and team successes. It’s not only encouraging; it’s a reminder that you’re all working together toward a common goal.
8. Provide growth and training opportunities. Present employees with professional growth opportunities, such as seminars, webinars, and training events that they can attend individually or with coworkers. Investing in your team members’ professional growth communicates value and provides practical training that will benefit your business. If team members attend events together—even virtual events—the shared training experience allows for follow-up discussions and connections that wouldn’t happen otherwise.
9. Trust your team. Hire individuals you believe to be hardworking and trustworthy. Communicate clear expectations. Set them up for success, and then trust them to do their jobs. Avoid the temptation to micromanage, which will stifle the work relationship and hinder communication. Your team members’ level of effort and commitment will be revealed in the work they produce and in their contributions to the team.
10. Enjoy the benefits of a remote team. Choosing to hire remote employees means that your company can consider a much wider range of candidates and skill sets from around the country and possibly from around the world. Learning to think beyond the office walls can challenge the status quo and breathe new life into all of your hiring and leadership strategies—if you let it. And don’t forget that flexibility for your team means you can enjoy greater flexibility too. As you learn to maximize the benefits of a remote workforce, your team will benefit as well.