3 keys to keep remote workers in the loop

With many companies using a web based payroll service and adopting new technology, telecommuting is becoming increasingly common in today's workplace environment. According to the Census Bureau, 13.4 million out of 142 million employees worked from home in 2010, a considerable increase from only 9.2 million out of 132 million doing the same in 1997. The Census Bureau determined that companies in the western part of the U.S. are more likely to have remote employees, and most workers who tend to work from home do so on Mondays and Fridays. The New York Times reported there are many benefits to allowing employees to work remotely, such as increased productivity, morale and retention.

However, implementing effective workforce management strategies for these workers can be a challenge for employers, as it can be difficult for remote employees to feel connected and engaged with their colleagues and workplace environment. When employees don't physically interact with their co-workers on a frequent basis, it can result in workers feeling isolated or as if there aren't consequences for poor performance or a lack of communication. For instance, absenteeism can still be an issue among remote employees. Companies need to ensure they are keeping remote workers engaged and accountable for their own work, and here are three ways to do just that:

1. Establish recurring meetings
Face-to-face meetings and rolling talks between remote workers and their managers and HR professionals are essential to these employees remaining focused, productive and part of the team. Many times managers need to rely on conference calls and phone meetings with their telecommuters to speak with these workers and stay in communication about their performance simply because these employees are too far away or unable to come into the office for an in-person meeting.

Business Management Daily suggested managers try and speak with remote workers face to face when they can, however, as body language and expressions are easier to read in person rather than over the phone. It can be easy for managers to misinterpret work-related problems because they are unable to read workers' physical expressions and emotions over the phone or video chat. Even if it is difficult, Business Management Daily recommended managers and HR professionals speak to remote employees as often as possible.

2. Implement the right technology
Without the correct tools, employers can lose touch with remote workers or be unable to judge these employees' performance. According to TLNT, providing workers with the right technology and tools can make a difference in whether telecommuters remain engaged and productive outside of the office. Google Docs and DropBox are two tools that TLNT noted can ensure employees' work and documents are easily shared with managers, and instant messaging programs are important to quickly speak to telecommuters when they have an issue. Other tools like video conferencing and meeting technology can keep managers and co-workers collaborating with remote employees.

3. Provide professional development
Managers and HR professionals shouldn't forget to provide telecommuters with training and professional development opportunities. Just because they aren't physically in the office doesn't mean remote workers don't require and appreciate work-based education. A study by professors at Stanford University in collaboration with researchers at Beijing University found employees who worked from home are often overlooked for promotions because their managers may not think about these workers' potential. In fact, allowing employees to work from home reduced their rate of promotion by 50 percent. Employers should never adopt the principle "out of sight, out of mind" when it comes to promoting workers.

Employers need to be careful with their workforce management strategies regarding remote staff members. Provide these workers with constant communication, offer them the right tools and ensure they are appropriately in the running for promotions to treat these workers fairly and keep them engaged.