Be Your Own Business Expert

Managing remote employees can be a challenge, so in order to provide you with some of the most beneficial information we can find, we turned to not just a management expert, but a clinical psychologist!

If you’ve never read the book The Power of Appreciation in Business, and you’re managing a company that employs remote staff, you should consider the following information as vital to your success.

First of all, managing a remote staff means keeping tabs on that staff. A company called Chronotek has devised a way for you to do just that through the use of telephone time cards. Telephone time cards will allow remote employees to punch in and out effectively no matter what time zone they’re in…but that’s not all;

According to Noelle Nelson, the aforementioned clinical psychologist, a weekly teleconference can do wonders for keeping a remote staff on task – but to do that, you will need to know who’s where and when. Here again, the telephone time card system can pay for itself in one application!

Here are some tips for helping you manage your remote staff. To successfully manage a remote staff, Nelson advises that business managers and owners need to be:

· Consistent in company messaging about goals and protocol.

· Authentic in their communications. If the business is struggling, you don't need to air all the dirty laundry, but it's good to be straightforward about where the company stands.

· Accountable to others. "If you say it, you must follow through with it," Nelson says. "Every initiative left hanging chips away at an owner's credibility."

We also gathered some information from a business expert named Charles Andrew. “Chuck” states that "It only takes five minutes to acknowledge one employee's good deed with an email blast to the entire company. We all have egos and it feels good to be recognized for what you do… Be thoughtful about what kind of incentive system will help your employees meet their goals," Andrew says. "And, of course, it's always good if they can see a straight line from performance to compensation in their paychecks."