You may find that self-motivation takes a different form in the virtual work environment. According to a study conducted by the Harvard Business Review, remote employees were less motivated than employees who work in an office. In contrast, employees who did not have a choice in their work location were found to be less motivated than those who had a personal choice of location.

To boost self-motivation for remote employees, leaders can consider the following practices:

• Empower employees to solve meaningful problems and experiment—According to the Harvard Business Review, employees who are allowed to solve meaningful problems or experiment report higher motivation—regardless of where they are working. Consider how to find ways to engage employees with high-level contributions.
• Measure motivation—Communicate to employees that self-motivation is the desired outcome. Set goals and measure accordingly to reach them. This could be completed through productivity measuring tools—or even through surveys completed by employees.
• Allow employees to showcase their achievements—Employees take pride in their work—when in remote locations, natural opportunities to showcase and discuss accomplishments may be scarce. Find ways to let remote employees talk about their achievements, such as during team meetings.

Remember, each employee is unique. Some employees may adapt well to a remote environment, while others may need individual support to achieve a high level of performance and personal well-being.

Providing Support

As employers consider how scheduled meetings, virtual events and new technologies can be introduced, managers can also think about how they can best support their teams as a resource. An effective management strategy should include offering emotional support and providing encouragement to both individuals and teams. Asking open-ended questions to employees will allow them to speak their minds, and managers should focus on being good listeners. While it may be easy for a manager to pick up on social queues in the office, even the most effective leaders remain more distant in the remote environment. While these challenges persist, being intentional about providing support to employees can help remove any barriers.

While many employees will reach out to their manager directly, some may need more direct support. Managers can support this by being proactive and connecting with each team member—the following are ways that managers can facilitate this:

• Schedule one-on-one check-ins—By gauging how each employee is doing, leaders can evaluate how to meet the unique needs of each employee.
• Provide emotional support—Asking open-ended questions can allow employees to speak their minds. Leaders should focus on being good listeners and providing appropriate support.
• Establish expectations—An increased level of ambiguity can put undue stress on remote employees—by establishing clear goals and objectives, employees can stay on the same page with their manager.

Similar to an in-person work environment, leaders are tasked with maximizing the efforts of their employees. While teams may face the challenge of being isolated in the virtual environment, managers can be a great resource for their team—and for each individual team member.

Emplova is a unique Professional Employer Organization (PEO) that helps small to medium sized businesses grow and prosper by providing benefits, payroll, technology, compliance, and HR administration. To learn how we can create a winning HR strategy for your business contact us today.

Information in the is article is general in nature and not intended to replace legal advice in any particular matter.