What this shows is that companies need to incentivize their employees in order to increase job acceptance and reduce job turnover.
But what about remote employees? Is it the same for them? Yes…and no.
You see, remote employees have a different set of benefits and difficulties (i.e. decreased stress, long work hours…) compared to office employees.
Which means employers need to offer them incentives that are different yet are equally beneficial.
Read on to find out what these Incentivize for your Remote Employees are:
This incentive, however, doesn’t change. The Forbes article further stated that money is still the top priority for workers.
Remote employees want monetary incentives—such as commission programs, performance-based bonuses, and raises.
#2. Provide Meaning
Every employee wants to know they’re adding to the greater good of the company. However, since remote employees aren’t physically there, it can be harder for them to see their impact.
For this reason, employers should make a conscious effort to include remote employees in the day-to-day activities. That way, they feel more involved (and included).
Employers can create a company forum or chat room so remote employees can connect with their office co-workers.
They can also encourage other forms of communication like FaceTime and instant messaging.
The goal is for remote employees to be a natural part of the work environment even though they’re not physically there.
By feeling more a part of the team, remote employees will be more productive.
#3. Realistic Deadline Expectations
One of the common misconceptions about remote employees is since their office is at home, they can work on a project throughout the night.
While there may be exceptions, remote employees need to be held accountable to realistic deadlines.
Just because they work at home does not mean they can (and should) complete a project at 2 am.
In fact, longer working hours is one of the detriments to working at home than an office.
Combine that with the fact that the average worker is productive for an average of 3 hours a day and it’s crucial to assign realistic deadlines.
In a roundabout way, realistic deadlines incentivize remote employees because they’re given the time to do a good and thorough job.
#4. Incentivize Through Promotions
Just because a remote employee works from home doesn’t mean he/she doesn’t want a promotion.
Promotions highlight consistent quality work. And is a high form of recognition. Something every employee needs.
#5. Praise and Awards
Praise and recognition go a long way. However, it’s how you give it that determines if it’s well-received.
Employers need to be specific about what they like about the remote employee’s work. And it needs to be genuine and consistent.
It’s as simple as the employer IMing the remote worker, complimenting him/her on their part in the project.
As for awards, if a remote worker did an amazing job on a report, ship them a sales award.
This will show that the company goes the extra mile.
Remote employees still want (and deserve) promotions, raises, praise, recognition, a meaningful job, and doable deadlines.
Which is why employers need to give these to incentivize the remote worker to stay.
How have you incentivized your remote employees? Leave a comment below!