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Minimize remote workers downtime with smart tools

Minimize remote workers downtime with smart tools. Address IT issues – before they happen, Optimize team communication, Clear goal-setting

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Minimize remote workers downtime with smart tools

Let’s be clear here –planned downtime is essential to keep workers healthy and productive. Unplanned downtime is what we’re talking about here. When you’re managing a remote team, you aim to maximize output, so unplanned downtime can play havoc with your scheduling and goals.

Taking a proactive approach can not only save time and money but also protects your reputation with your customers. There are now some fantastic smart tools available to help you minimize downtime and track your progress even when your team is geographically dispersed.

1. Address IT issues – before they happen

Address IT issues – before they happen

Remote teams are entirely dependent on reliable IT. Whether it’s an individual’s equipment or an entire system, a failure can result in a catastrophic loss of productivity, reputation and damage your bottom line.

Do you have a back-up disaster recovery plan in place should an outage affect the entire operation? Whereby long would it take to restore service? It makes sense to schedule and carry out assessments and preventative maintenance actions regularly.

Even a single individual working remotely, having issues with their computer, will cost time and money, not only in potential loss of business but also in wasted labour costs.

If you don’t have an in-house IT team, ensure you have access to specialists who can investigate without delay, using smart tools such as Microsoft Remote Desktop, and fix the issue immediately.

2. Optimize team communication

With remote teams, especially those who need to collaborate effectively, email is no longer fit for purpose. Ensure everyone in the team uses a single platform, such as Slack, for smooth, real-time messaging and document sharing.

3. Clear goal-setting

With remote teams, it’s essential to be clear about what is expected so that the focus is on the goal, not just the time being tracked.

If you’re involved in managing a complex project with a team working across different time zones, downtime can result from time-lag responses and access to real-time data.

Project management software before-mentioned as Asana or Monday.com, can provide what’s needed to ensure that milestones aren’t missed.

While any team members have visibility of the project and the progress, they’re more likely to stay on track. Frustrating delays in accessing needed data are minimized.

For smaller teams and more routine tasks, productivity tools such as Trello can keep everyone focussed on what’s coming up so that productivity is maximized and priorities are delivered.

4. Manage distractions

When your team is working from their own homes, keeping them on track is more challenging than working from a centralized base.

Here, it’s not so much the risk of IT failure that’s the issue; it’s more a case of helping them manage distractions.

First, give them the tools to help them stay focused: noise-cancelling headphones, an ergonomic workstation, and a sharp difference between work time and free time.

Depending on the nature of the role, smart and interactive time-tracking software can help monitor activity. For many parts, though, it’s more effective to measure results against pre-defined SMART goals rather than to minute-by-minute monitoring of screen time with smart tools.

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Business

How To Efficiently Improve Employee Attendance And Workforce Management

Efficiently Improve Employee Attendance And Workforce Management. Curate an Authentic Attendance System, Take Notice of Consistent Behavior

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How To Efficiently Improve Employee Attendance And Workforce Management

Workplaces were given strict protocols and tight restrictions for all employees to follow. However, these days the inside workings of most offices have become more flexible and unattached. There is room for employees to work as they like, whether it involves behaving abruptly inside the professional setting or taking as many leaves as they want. 

While today’s era allows more freedom in any social environment you are, and of any gender or race, some managers or leaders may take it a little too far and allow absenteeism to reign.

The most problematic disadvantage of such allowance can be the discipline that keeps the employees and professional buildings in line gets distorted, and employees feel biasness or morale being trampled. 

For this reason and several others its crucial to start analyzing and straightening the time and attendance system of your employees with the following tips:

1. Curate an Authentic Attendance System 

Curate an Authentic Attendance System

Keeping up with employees’ absents, sick leaves, incomplete timings, and more details on attendance can be challenging for HR personnel, whether working for a big company or not. For this reason, it can be challenging to have a manual system for attendance for employees and the hr in keeping up with and extracting records. 

If there are mistakes in the records, it can become an issue when an employee is falsely accused or given more allowance than the off days they took. Both could end up causing a lot to your business. Even if there is a manual system for attendance marking, your facility should invest in time and attendance software for automating accurate record keeping. 

2. Take Notice of Consistent Behavior 

An employee taking uninformed leaves once or twice a month may not hurt your company as much, but if one starts to make it into a normal thing to call an off day every day, the behavior shouldn’t be tolerated.

For this reason, it’s best to take notice of such offenders as soon as possible and keep track of their behavior after giving them a warning. Ensure not to tolerate more than that could hurt the office environment and give a bad name to the company. 

3. Put Up Consequences

The strict observations and regulations used by managers to govern employees closely and restrain any freedom inside workplaces may not be practical today but can be used to some extent.

If your fear that your employees are starting to get too relaxed and don’t fear the system at all, maybe it’s time to show some authority.

This can be done by creating policies and showing your dissatisfaction with absenteeism. Ensure to add exact consequences to violation of the company policy for taking more than defined off days for no serious reason. 

4. Set Expectations 

Besides making clear cuts and company policies regarding employees taking off days more than required, ensure a system for setting expectations.

Managers can inform these expectations and guidelines regularly to employees and to those that get newly recruited. Such expectations can help your employees feel the company’s burden and make them perform their duties satisfactorily. 

5. Macro Manage

While it’s better to survellie absenteeism and the offenders closely and make them accountable for their faults, it’s best to allow some space as well. Give your employees freedom and will enable them to explain the reasons for their absences.

It can Abe that there is a big issue behind their leaves that they cannot overcome at home or involving their health. Terminating or suspending an employee without listening to their explanations may cost you a lot.

Maybe you can give them advice on their situation or allow flexibility in their office timings to help them complete office hours and lessen absents as much as possible. 

6. Manage Record

After automating the system and collecting data on attendance, it’s essential to maintain a record of everything for future reference.

These attendance records can tell you a lot about your employees’ behavior and any unwanted behavior regarding taking absents.

You can recognize that the employees are the tardiest and take the most off days in a month and allow a solution for such lethargy. This data can help you straighten out the absenteeism in your company and make way for the highest productivity and office staff use. 

7. Create a Follow-up Culture

After employees return from their off day and begin doing their work on a routine basis, ensure one-on-one with them. However, don’t make this meeting too stressful by asking direct questions and inquire about their health and issues that made them take a day off.

This meeting will help your employee learn that you care for their wellbeing and sustenance on a personal level. You will also help them feel relaxed and tell you their worries effortlessly. In return, you’ll get to know the right way to deal with the employee and provide solutions. 

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