Today’s business leaders need to think remotely

There’s no doubt that the world of talent management is rapidly changing, and one of the most impactful changes has been the rise of remote work.

Having employees work from home (either occasionally or all the time) isn’t a new concept. However, technological advancements combined with changing attitudes in HR have made remote work much more acceptable — and common. A recent study found that 70 percent of professionals across the world work remotely at least one day a week, and 53 percent work remotely at least half of the time.

This means that today’s business leaders need to be equipped to manage a remote workforce. It’s not enough to just give these employees a laptop and send them on their way — they need the same type of support and engagement opportunities that in-office employees need.

The article below lays out a roadmap for managing remote employees by addressing challenges in four key areas:

• Communication
• Project management
• Talent development and management
• IT support and service

As mobility professionals, we need to be closely attuned to the needs of remote employees. Many times, when we send an individual to a new location, we might be asking him or her to work remotely. And even if we do send this employee to a standard office location, we are still asking them to detach from their comfortable life at home. They’re going to feel much more “remote” than they did before.

Consider your talent strategy, then, and ask yourself if what you’re doing now is supporting these employees. Are you communicating effectively and regularly? Are you finding rewarding work for your remote employees and giving them opportunities for professional growth? Do they have the tech tools they need?

And, if there’s a relocation involved, are you providing the right mobility benefits? Remote employees will likely be independent-minded and want to be in control of their benefits, just like they’re in control of their working environment.