4 Common Remote Management Problems (and How to Solve Them)

Remote work has opened up a wide world for both workers and employees. People with care responsibilities at home can get work done on their own time. Companies can find the top talent with the specific skills they need, wherever that talent is located. Both employers and workers can get work done anywhere, living a digital nomad life, if they choose.

But nothing’s perfect, and managing remote employees comes with its own set of challenges. What might have once been a simple office meeting becomes coordinating a videoconference across several possibly very different time zones. Keeping track of your remote employees means greater organization and use of tech than ever before. And these issues are just the tip of the ice burg. So below are some of the top remote management problems and how to solve them.

Remote management problem #1: time zone and scheduling issues

One of the first problems you’ll notice is that everyone is on a different schedule when working from home. Some people may have childcare responsibilities. Some people could be night owls. If you’re working with contractors, they could be juggling your work around a full schedule of several clients.

And that’s before you take into account time zone issues. If you’re working with someone on the other end of the world, that means they’re working while you’re in bed. Luckily, there are several ways to fix all these issues.

Solutions

Communicate openly with your workers to find out what their other obligations are. That way, you can schedule meeting times in a way that works best for both parties.

Keep time zone differences in mind. When you schedule meetings, be careful to note the time zone with the time of the meeting.

Use chat and email for people who are in extremely different time zones. That allows the communication lines to stay open, but everyone can communicate when they’re actually awake.

If you really need to talk on the phone, consider staying flexible and having an evening call, for instance.

Remote management problem #2: physical distance is hurting communication

In an office setting, asking a question or keeping up on employees is a simple matter of wandering across the hall to someone’s desk. With all-remote communication, things get more tricky.

Communication barriers due to physical distance run the gamut: people misinterpret what you mean in an email (for instance, reading constructive criticism in an angry tone), it can be harder to build rapport without that time built into your day to have water cooler talk, people may misread directions over email, etc. But all of these issues have a common solution: strong communication skills.

Solutions

Schedule time for phone or video meetings. Hearing someone’s voice can build that rapport and people can ask questions in real time.

Similarly, using a chat program can mean asking questions in real time as well.

Although it may seem unprofessional, use emojis or even gifs to convey how you feel so that people don’t take what you are saying the wrong way or too seriously.

Study up on how different online communications can read to people. For instance, caps can mean yelling.

Keep on the same page with payment through Workspoke.

Remote management problem #3: keeping workers accountable

Remote worker accountability can be a big concern for any manager who is used to walking over and checking in on an employee verbally. Regular in-person status update meetings also become harder or impossible with remote workers.

But software is replacing the need for in-person accountability.

Solutions

Remote time-tracking software is a popular way to make sure your remote workers are putting in their time from afar. Look into software like TimeDoctor.

Staying organized is key, so another way to keep track of remote workers is time sheet templates. You can find some here.

If you’re project-based, programs like Trello can help keep track of who’s assigned to which project and where they are on that project.

Also, being remote doesn’t mean you have to give up checking in with your workers for status updates. For instance, you could still schedule phone calls to get updates on where your workers are at.

Remember your contract, as well. A common method to keep remote workers accountable is to write into a contract when update reports or smaller parts of a project should be delivered.

Keep full schedule transparency. When you go on a vacation or you are out of the office, communicate this with your remote workers. Then they may be more likely to do the same, meaning less client and remote worker MIA sessions.

Remote management problem #4: remote workers not feeling like part of a team

Because remote workers are removed physically, it can feel like they’re not part of a team. If they have work they’re plugging away at alone day after day, they may even start to feel like they’re part of some type of home-based sweatshop.

You can keep your remote workers feeling like part of the team by making them feel valued (because they are).

Solutions

Keep your remote workers up-to-date with the latest training you offer, especially if they’re new. You can make videos via Jing or help train via remote desktop access. Keeping remote workers up-to-date on the way you want things done, or offering to train for new skills, means a more skilled remote workforce. And learning/growth opportunities mirror a traditional worker situation.

Remember to engage in small talk, either on video or phone, though email and chat can work too. As much as everyone likes to say they hate small talk, it’s the first step in establishing a relationship with your remote workers. You can ask them what their hobbies are, where they’re from, how their family is doing, etc.

If it’s feasible, try to get everyone on the team together for a meeting once per year. It could allow people to put a name to a face and build rapport.