remote employee Archives | Downtown Works

Entrepreneur 101s – How Can Employers Build a Healthy Remote Workforce

Dan Krefft — Mon, 10 Feb 2020 18:17:06 +0000

As an employer, how do you attract top talent looking for more flexibility and freedom in their work? Easy, give them what they want! Figuring out just what that is and how to strategically implement change – not so easy. With innovative technologies advancing at an exhausting pace, employers are standing up and taking notice in order to cash in on the global trend of remote work environments. Job seekers both young and old are discovering more meaningful, purposeful, yet flexible career opportunities.

Research shows that one benefit of a well-managed remote workforce is decreased employee turnover. Employee autonomy and flexible work schedules are revolutionizing how work is done, and employees are being rewarded with a better work-life balance. Most remote-first organizations offer their employees supportive services in a fully transparent and collaborative atmosphere. Unfortunately, there are organizations out there that fail to address important challenges that come with managing a remote workforce.

Long hours of self-isolation and disconnection can have a negative effect on an employee’s mental health. “Unaddressed depression in the workplace can cause employee morale to suffer and makes your employees feel alone or isolated. For remote employees, these feelings of isolation may already be amplified.” (Just Works) It is important that employers consider the larger challenge of employee burnout and how to ensure that all staff is properly motivated and incentivized. Creating a space for remote employees to feel safe and supported is critical for long term growth.

I recently had the pleasure of chatting with Executive Coach and Downtown Works member Erin Rocchio. Erin is a firm believer in creating a world in which we are better to ourselves and each other. She brings her knowledge and wisdom to business leaders across the country and was generous enough to collaborate with me in this week’s blog.

So how can employers begin to build a productive and healthy remote workforce…here are a few things to keep top of mind…

Flexibility Not Liability

Burnout is real people. In my experience, remote workers are some of the most driven, passionate, and hard-working employees in an entire organization. Productivity and purpose are a great combination, but if left unchecked, can have unforeseen negative effects on longevity.

Erin was quick to weigh in on this trending topic…

By in large, data continues to show that some flexibility in where employees do their work (i.e. remote at least part-time), boosts engagement and performance. That said, remote workers run the risk of burning themselves out when a few factors collide…

They don’t have enough boundaries between their work time and their personal time.
They aren’t connecting with their teams and colleagues frequently enough to build a sense of shared community.
They have insufficient personal habits to renew their energy (physical, mental, emotional) when they aren’t working.
Their work doesn’t have a direct link to a mission or purpose they find personally meaningful.

When one or more of these factors pile on, remote workers can feel adrift, isolated, and exhausted. When remote workers are left to flounder without managerial support or connection to purpose and team, they can suffer the very real personal effects of workplace burnout, including decreased engagement and performance.

Culture Trumps EVERYTHING

For me, culture is everything! I recently graduated a Startup Bootcamp hosted by the Torrey Project for social entrepreneurs building multi-stakeholder focused businesses. During one of our Saturday sessions, led by culture expert Dr. Gustavo Grodnitzky, we took a deep dive into the concept of workplace culture. What are the primary cultural motivators that drive behavior? I asked Erin what she believes motivates remote employees. Here’s what she said…

In my experience, remote employees can be particularly motivated by job autonomy, or the freedom to meet their job goals when/how it works best for them (assuming they meet critical deadlines). Project-based work is well suited to this type of arrangement versus meetings-based roles.

Also, company cultures that acknowledge employees as whole people – with loved ones to care for, hobbies to enjoy, commitments outside of work – are most attractive to remote workers who give their full attention to their jobs AND their external lives. When companies can find the sweet spot of flexibility, trust, and appreciation for their remote workers, those employees tend to be highly engaged and give more of themselves to their jobs in the long run.

Create a Psychological Safety Net

Trust must be earned – it is never given. Building a culture where remote staff feel supported and “safe” to create and be comfortable being themselves takes time. In my experience, productivity skyrockets when everyone feels safe sharing their talents, feelings, and natural gifts with the organization whole-heartedly.

Finally, let’s hear from Erin on the topic of how employers can create a psychological safety net for remote workers.

Leaders of remote teams must be extra attentive to the engagement, wellbeing, and trust of their employees. One important way of building psychological safety is to ensure each remote team member has time with you, their boss, on a regular and frequent cadence. In those 1:1 meetings, try to leverage video technology (like Zoom or Skype) to build a personal connection. Make sure your agenda includes space for your remote worker to bring forward what’s most important to them but also makes time for each of these components at least monthly:

Project updates, challenges, and other tactical issues
Strategic or innovative thinking about how to make work better or grow the business
Personal/Career Development

When remote workers feel seen and heard as whole people, the value and care you feel towards them will translate into real teaming and performance.

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Meet Jared Crandall – Keeping Customers on Track at Boomr

Dan Krefft — Sat, 28 Dec 2019 14:22:55 +0000

The rise of the remote employee continues to make waves in our global economy. For business owners, making remote work practical and efficient is a popular commodity. Just like your typical brick and mortar, remote-first organizations need checks and balances, employee tracking, and a solid benefits package in order to recruit top talent and remain competitive.

Powerful applications and software integrations take the onboarding and monitoring of a remote workforce to another level. Workforce management companies like Boomr provide simple productivity, accounting, and time-tracking solutions for businesses of all sizes.

Let’s take a closer look at Boomr as we hear from the company’s Director of Customer Experience, Jared Crandall. This family man and CrossFit enthusiast is proud to call Downtown Works his “home” away from home.

1. Tell us a little bit about yourself?

My name is Jared Crandall and I’m the Director of Customer Experience here at Boomr. I’m responsible for helping our customers successfully integrate Boomr into their workplace. My wife and I will be celebrating our 6-year anniversary next month and we have two daughters (Ellie – 4 and Mia – 9 months). We also have a mutt named Jersey. What little free time I have is dedicated to CrossFit and over the last few years I’ve built a gym that allows me to work out from home. My goal is to complete a half ironman triathlon this year (putting it in print should make me accountable, right?)

2. Where did you come up with your original idea or concept for your business?

Boomr started as a workforce management app for the home health industry. Our solution gave home healthcare providers tools to schedule patients and track work history from a mobile app, replacing outdated paper processes. It soon became clear that other industries could also benefit from a streamlined, mobile-first solution to manage remote workforces. Now Boomr serves customers in almost every industry all around the world.

3. What services and or products do you offer?

We offer mobile time tracking and workforce management for teams. Many of our teams work remotely and in non-traditional environments, but we also work with office-based teams like Vimeo and Bitly to help track time for hourly employees.

4. How has being a member of Downtown Works helped you grow your business?

Downtown Works has given us a place to call “home”. We’re a remote team spread out across the globe, but until recently San Diego was home to most of our team. We looked at a lot of coworking spaces and Downtown Works was the only one that matched our personal aesthetic and culture.

5. What is one piece of advice you would give someone just starting their business?

It’s common advice, but make sure your business addresses a real problem that many people face and that you offer a service or product that solves the problem. And remember that your first idea probably won’t be your best idea, so be ready to pivot when the time comes (am I the only one picturing Ross hauling a couch up the stairs right now?)

6. Where can readers find you?

You can find us online at www.boomr.com or in the App Store or Google Play Store.

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7 Proven Strategies for Advancing your Career as a Remote Employee

Dan Krefft — Mon, 09 Dec 2019 11:17:13 +0000

Tired of the status quo as a remote worker? Looking to get promoted and grow your career? If you want to transition into a leadership or managerial role, would your company be open to having a remote employee manage people in the home office?

The challenge for most teleworkers looking to advance their careers is how to not become invisible. When I say invisible, I mean out of sight and out of mind in the hearts of colleagues and managers. Fact is, that employees that don’t have the typical “face-time” with co-workers and supervisors must work a little bit harder to make a good impression. There is no faking being productive when you’re a remote employee.

It takes a well-conceived plan, dare I say a calculated strategy, to demonstrate your value while working off-site. By taking ownership of building the career of your dreams, you have a better chance of being promoted, earning more money, and climbing that highly sought-after corporate ladder.

Here are 7 proven strategies for advancing your career as a remote employee. Get ready to hustle hard!

1. Choose a Remote First Company

Are you the only employee in your company working remotely? If you are looking to advance, you might want to consider switching it up. According to a recent article by FastCompany, “it’s easy for remote workers to feel left out if they don’t work for a company that has taken measures to build trust and connection between their on-site and remote employees.” Don’t fight an uphill battle. Choosing a remote-first company with an established infrastructure is a great way to showcase your talents.

2. Overcommunicate – Do You Hear Me Now!

It’s important to get “face-time” and check in with co-workers and supervisors on the regular. Take the time to send a quick Slack or IM to update the team on the latest project developments. Like a tree that falls in the forest, if no one hears you, do you make a sound? Being available the best you can during regular business hours is a good start. Try joining an after-work virtual chat or meetup group.

It’s imperative to set clear expectations with your boss from the start. Spend time learning how to communicate so that they actually “hear” what you are saying. Speaking the company language makes a difference. All your hard work might fall on deaf ears if you don’t present your data and information in the expected tone, format, and style.

3. Optimize Your Energy

Aside from keeping a strict exercise and meditation routine, work smarter not harder. The way in which you choose to utilize your time and energy has a huge impact on advancing in your current role. You can be your own best friend or your own worst enemy! If you know you are a night owl and more productive and energized in the middle of the night, then schedule your biggest work challenges when you are at your best. It seems like an easy concept to adopt, right? Wrong.

4. Be the Company Entrepreneur

Let’s be honest. If you’re a company man or women working from home, the road, co-working, wherever – you already have an entrepreneur’s spirit within you. Don’t fight it! Use it to further your career. Embrace your inner entrepreneur by being a lifelong learner. Create personal habits that expand your understanding and enhance your marketable skills and personal passions. Who knows that side hustle could end up your full-time dream job!

5. Become a Great Writer

In my humble opinion, mastery of the written word is one of the most undervalued skills in business today. Without the advantage of simply walking to the corner office to ask for clarification, remote employees rely heavily on clear and concise email communication. There is an art form to crafting the perfect email. Before sending your communication, it’s always a good idea to read over your message multiple times. Ask yourself, “is it clear what I am requesting? Could this message be confusing to any recipients?” Become a great writer and set yourself up for success.

6. Create Connection

Good relationships are built on one thing – trust. Figure out how to earn the trust of your supervisor, and you are 10x more likely to be promoted. People are people but that doesn’t mean we can’t all learn to get along in a business setting. Look for ways to problem solve ahead of the issue, before personal conflict, assumption, and ego get involved. You will thank yourself later by making a small effort right now to socialize with co-workers – especially if you are in the same city. No matter how many Zoom calls or live chats you participate in, there is no substitute for face to face conversation and connection.

7. Instead of Being Volentold, Try Volunteering!

This simple act shows the people you want to impress that you are invested in the company. It also signals you are ready to take on more responsibilities and willing to go above and beyond to get the job done. You may not agree, but a little brown-nosing from time to time can go a long way. Just saying.

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