Developments in
technology now enable many people to work from home or in a dispersed
team. In addition, flatter organizational structures mean that even
larger organizations have local offices employing just a few people.
These arrangements bring benefits, such as flexible working hours,
but there are serious implications for motivation.
Working away from
the office
For many employees,
not working in an office is a dream. For the employer it can mean
lower office costs and also better productivity, as staff don't have
to spend time commuting to work.
However, the reality
can be less appealing. If you work from home, you can feel isolated,
making it hard to stay motivated. Individuals miss the buzz of the
office, the companionship of colleagues, and the sparking of ideas
when they meet other people. In an office, for example, when
something goes wrong, you can turn to a colleague who will help you
put the problem in perspective.
Recruiting the right
candidate
If a job role will
be dispersed or home-based, you should look for certain
characteristics at the recruitment stage. If someone lacks
self-discipline, cannot manage their time well, or appears to need
close supervision, they are unlikely to be suitable. You will need to
instill loyalty to ensure they are motivated and focused on the goals
to be achieved. At the interview, ensure the candidate is prepared
for the working environment. At home this means having room for
equipment and a quiet environment. For a dispersed team member, it is
the lack of direct supervision and support.
Keeping home workers
motivated
A crucial aspect of
motivating home workers is to take proactive steps to ensure they
have everything they need to work effectively. Agree on targets and
time scales and monitor them regularly to check that they are on
track. Organize regular visits to the main office, such as monthly
team meetings, and arrange one-to-one meetings to catch up on
progress and to spot any problems before they become too serious.
Make sure home- and locally based workers are kept up to date with
any new developments, and remain in regular contact - not just by
e-mail.
Exercise trust
Trust your home
workers or dispersed teams. While you need to know the work is being
done, you won't motivate people by checking up on them all the time.
Providing support
To keep your
dispersed workers motivated, make sure they feel connected to and
supported by the organization as a whole. Arrange a thorough
induction at your main office and ensure your home workers meet the
people they will be e-mailing and speaking to on the phone. You may
also need to arrange briefing sessions on working from home. It is
particularly important to ensure dispersed teams have all the
equipment they need to work effectively. It may be tempting to
provide more senior people in head office with the most reliable and
expensive IT equipment, but for remote team members, any breakdown is
likely to be highly frustrating and time consuming. A comfortable
working environment is just as important when working from home or in
a small local office.
Depending on the
structure, encourage people working near each other to meet up to
discuss work. Include home workers and locally based teams in social
activities if possible. Look and listen for any signs of stress. Set
out precise procedures on who to contact if things go wrong. Make
sure "out of sight" is not "out of mind".
