Post by account_disabled on Dec 6, 2023 11:24:41 GMT
Your company needs to proactively encourage work-life balance by explaining—or forcing, if it’s needed—when your employees should stop working, under what circumstances, and what times they should be available.
The best way to make remote workers happy is to Industry Email List let them define their work hours. Unless they had to face customers at specific time zones—think a customer support agent or a sales rep—most employees can fulfill most, if not all, of their responsibilities at any given time.
Alternatively, you could tell them that they have to be a certain number of hours working at the same time as most work, and let them fill the other work hours as they wish.
Consider sharing productivity techniques that incentivize unplugging from work, like the Pomodoro Technique. They could also use time tracking apps that notify them after they have worked a certain number of hours consecutively.
A study from global staffing firm Robert Half found workers who experience work-life balance are twice as happy, more productive, and show greater loyalty to their employers than those struggling to find balance.
Measure Your Team’s Productivity
The metrics you use to track your employees’ work efficiency are the foundations on which you base your productivity-enhancing tactics. This is especially important for remote workers who lack any direct feedback mechanisms as location-based office workers use.
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Employees like receiving feedback as long as it comes from an objective, transparent analysis, and not personal preferences. Your employees can use this feedback to improve their work efficiency, which in turn affects their work satisfaction and engagement.
Take the metrics you defined, as explained earlier in the article, and specify a target your employees should reach. This target could be based on past data, industry benchmarks, or internal discussions between managers and employees.Define a timeline for checking each employee's metrics—at least, do it quarterly. Also, break down each target into monthly and weekly targets and ask your managers to track their performance.
Analyze how each employee meets their targets and provide relevant feedback from the data. Develop a plan to improve if an employee or team missed their targets, and offer public support when they exceed them.
The best way to make remote workers happy is to Industry Email List let them define their work hours. Unless they had to face customers at specific time zones—think a customer support agent or a sales rep—most employees can fulfill most, if not all, of their responsibilities at any given time.
Alternatively, you could tell them that they have to be a certain number of hours working at the same time as most work, and let them fill the other work hours as they wish.
Consider sharing productivity techniques that incentivize unplugging from work, like the Pomodoro Technique. They could also use time tracking apps that notify them after they have worked a certain number of hours consecutively.
A study from global staffing firm Robert Half found workers who experience work-life balance are twice as happy, more productive, and show greater loyalty to their employers than those struggling to find balance.
Measure Your Team’s Productivity
The metrics you use to track your employees’ work efficiency are the foundations on which you base your productivity-enhancing tactics. This is especially important for remote workers who lack any direct feedback mechanisms as location-based office workers use.
MEET RANKTRACKER
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Behind every successful business is a strong SEO campaign. But with countless optimization tools and techniques out there to choose from, it can be hard to know where to start. Well, fear no more, cause I've got just the thing to help. Presenting the Ranktracker all-in-one platform for effective SEO
We have finally opened registration to Ranktracker absolutely free!
CREATE A FREE ACCOUNT
Or Sign in using your credentials
Employees like receiving feedback as long as it comes from an objective, transparent analysis, and not personal preferences. Your employees can use this feedback to improve their work efficiency, which in turn affects their work satisfaction and engagement.
Take the metrics you defined, as explained earlier in the article, and specify a target your employees should reach. This target could be based on past data, industry benchmarks, or internal discussions between managers and employees.Define a timeline for checking each employee's metrics—at least, do it quarterly. Also, break down each target into monthly and weekly targets and ask your managers to track their performance.
Analyze how each employee meets their targets and provide relevant feedback from the data. Develop a plan to improve if an employee or team missed their targets, and offer public support when they exceed them.