Planning for Remote Team Members

by Ramon Ray

Small businesses benefit from telecommuters (also known as teleworkers) who work part-time, or on a per project basis. Pulling in additional help, on demand, allows for greater control of overhead costs and gives you just the expertise you need, when you need it and for as long as you need it. This arranged also benefits those workers who increasingly WANT flexible work schedules.

The challenge, as with any human resource, is keeping your telecommute part-timers productive and comfortable so they can perform their best work.

Here are a few tips to achieve smooth sailing with your teleworkers:

Set up goals

Ensure your teleworkers have a clear understanding of what needs to be done. Create a task list or set up milestones with dates. The due dates allow teleworkers to manage their time in light of other work commitments. Using a project management tool, like Basecamp or Huddle, also allows you to be updated on progress.

Introduce them to the team

If your teleworkers will be collaborating with other team members, use an email or conference call to formally introduce them. This courtesy helps them feel welcomed, and prevents any awkwardness when they have to communicate with your team.

Provide proper tools and resources

Grant your teleworkers access to necessary applications, files and documents so they can complete their job properly. If you’re worried about security, set them up with temporary and limited access to your intranet, collaboration platform or file repository. Keeping everything in the cloud is an effective way to work with teleworkers.

Communicate regularly

Good communication is especially invaluable in a telecommute relationship. Be available to your teleworkers for their questions and concerns. If they’re staying quiet, it’s alright to check in occasionally to ensure there are no obstacles and everything is on track.

Keep them in the loop

This complements the previous tip. Temporary teleworkers can be made to feel like they’re at the bottom of the rung, the last to hear about important company news. Put yourself in their shoes—it’s no fun finding out at 5 p.m. that, oh by the way, no one’s working tomorrow. If it’s relevant information, keep them abreast.

Build human relationships

Remember, teleworkers are not worker-bots. Alex Yoon, Director of Marketing and Social Media at freelance site Elance, explains, “It’s easy to forget that those on the other side of the network are human just like you. Be sure to spend some time building a more human relationship with those that you work, online or off. It doesn’t hurt to add a friendly greeting or ask how the other is feeling for the day.”

Trust your worker

If you did your hiring process correctly—checked their references, maybe had them complete a trial project—you should be confident about their abilities. Yoon suggests employers give teleworkers the space and freedom to complete their assignments in whatever way works best for them. They may not wake up till noon, but if the work gets done, let them be.