Remote employees are a completely different breed of workers. They have unique needs that must be met, or else, guess what? They quit. 

In this episode, Bryan explores five common reasons why remote employees quit and how to address them strategically to improve employee retention. 

Types of Remote Workers

Remote workers can be categorized into two main types: work-from-home (WFH) employees and employees working in an office that is apart from the main headquarters. 

Despite their differences, both types share a common characteristic: distance from the main HQ/employer. This distance can make it challenging for employers to identify challenges that lead to a remote employee’s resignation. This episode aims to shed light on these reasons and provide solutions.

Lack of Communication and Connection

One of the primary reasons remote employees quit is a lack of communication and connection. Remote employees often feel disconnected from their colleagues and the organization, especially if they lack a local support team. Common issues include the absence of real-life interaction, reduced impact of corporate events, delayed communication, and issue resolution, and increased feelings of isolation. These factors can lead to decreased employee morale and productivity.

Solutions to these problems include hiring offshore workers who speak the same language, utilizing premium remote communication tools like Slack, Zoom, and Gmeet, setting remote shifts that align with HQ shifts, scheduling regular meetings and huddles, and partnering with offshoring organizations that provide local support and office space for remote workers. These measures can help foster work relationships and improve overall employee engagement.

Limited Career Development Opportunities

Remote employees may feel overlooked for promotions and career advancement opportunities. Studies have shown that fully remote employees are 35% more likely to be fired than onsite or hybrid employees. 

To increase visibility and recognition for remote workers, companies should conduct regular performance evaluations, provide performance incentives, establish a clear career ladder, offer remote-friendly learning resources and programs, and allocate a training and development budget for remote employees to use locally.

Poor Work-Life Balance

Remote work can blur the lines between work and personal life, leading to burnout and dissatisfaction, especially for WFH employees. Offshore employees without a local office and formal time management mechanisms may also experience work-life imbalance. 

Lack of employee engagement activities can exacerbate this issue. 

Strategies to promote work-life balance among remote employees include encouraging office-based work, setting defined shifts, organizing regular employee engagement activities, and setting clear expectations and boundaries for remote work. 

Additionally, offering a salary that supports quality of life and being mindful of employees’ work hours can help maintain balance.

Lack of Support and Recognition

Remote workers can feel neglected without local HR support for issue resolution and necessary tools to work efficiently. Companies often fail to provide remote employees with the tools they need, such as office space, devices, and mentorship. 

Regular feedback is crucial for remote employees, as well. And don’t stop at criticism! Recognizing and celebrating their contributions is vital to employee morale. 

Strategies for effective feedback and support include using objective metrics that consider remote facilities, providing regular feedback, conducting fair evaluations, and offering the necessary tools and devices to ease their work.

Technology and Infrastructure Challenges

Inadequate technology and infrastructure can significantly impact remote employee productivity and satisfaction. Communication, training and development, and overall job support are all dependent on technology nowadays. Without proper tech and infrastructure, employees face inefficiencies and a diminished work experience.

Companies should include a budget for gadgets, devices, software, and office space, even for remote employees, to ensure they have the tools needed to perform effectively.

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If you feel that these are all too much to add to your growing responsibilities as a business owner, the best thing you can do is partner with Tahche. In addition to efficient offshore recruitment in the Philippines, Tahche also offers offshore team support and engagement for to ensure your team is fully supported and given the best work experience despite working remote. 

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