It’s not out of the ordinary for employees today to ask to work from home. Many business owners tell me that their employees feel like they are more productive overall when working remotely.
What can you do to accommodate them, especially if they feel like the arrangement will make them a better asset to your company?
Many employers are making it a priority to keep an open door policy with every one of their employees so that they can be aware of anything that may prevent them from coming into the office. Let’s take a more in-depth look at some of the possible pros and cons of allowing your employees to work from home:
There’s no better way of ensuring employee retention than meeting them halfway. In my experience, a happy employee is a loyal employee. The satisfaction that an employee experiences from being able to work from home can be a great way of motivating them into being more productive. This can also serve to create a strong sense of employee/employer trust. If an employee feels like their employer trusts them to get the job done, they will feel valued. When you empower your employees, the possibilities for growth are truly endless.
If having all hands on deck is essential to your company, letting an employee work from home may not be an option. It can also be an issue in terms of monitoring your employee’s progress. You will have no way of controlling your employee’s production, which can be difficult if you like having the ability to check in with your staff throughout the day. Although Skype and FaceTime can help maintain a connection, it’s not a replacement for face-to-face mentoring. Additionally, personal life distractions, especially technological ones, can be unavoidable for most employees working from home.
As a business owner, you are keenly aware that your employees are the most valuable part of your business. Be sure to maintain an open dialogue with each employee and come up with a working solution that fits both of your needs.
If you’re wondering what more you can do to assist employees who want to work from home, contact me today to join a TAB peer advisory board.
As a business owner myself and through interacting with business owners nearly every day, I understand that it can be difficult to let go of certain aspects of your business. However, you can’t be everywhere doing every job all the time, especially as your business grows. I’ve seen many TAB members stretch themselves thin this way, which can lead to important matters slipping through the cracks.
In a perfect world, no one would wear more than one hat at a time. If you’re wearing so many hats that you’re feeling weighed down, find out if any of them will fit your existing employees. If no one is a match, or if your current employees are also overwhelmed, it may be time to recruit.
Needing to delegate is not a weakness. In fact, acknowledging that you need to practice delegation can reveal the following positive qualities of a leader:
You have big dreams for your business, but you may be hesitant to take the necessary steps to reach your end goals if you have enough on your plate as it is. By delegating you are preparing your business for future growth. By freeing yourself of tasks that can be trusted to your employees, you will have the time to look for new growth opportunities. It’s hard to see the horizon when your many hats obstruct your view.
When you show your staff that you understand your own strengths and weaknesses and know they can take the lead in areas that aren’t your strong points, you build a trusting work relationship. By respecting the skills of your employees, their performance and the overall work environment can drastically improve.
One of the best ways to show self-awareness is to listen to your employees. How would they suggest the business processes could be improved? What are their opinions on employee morale? They may even have constructive observations on how you can improve as a leader. I encourage business owners to welcome feedback from their employees.
Inviting your employees to provide feedback opens the doors to communication. No matter how approachable you may be, it can be difficult for some employees to feel comfortable around an authority figure. Communicating both your strengths and shortcomings to your staff humanizes you to an approachable level. If they seem resistant in the beginning, I would suggest sending an internal survey that staff can submit anonymously. Once they see that their anonymous proposals are being taken seriously, they may be more willing to come forward for future communication.
To discuss how you can find out how other business owners take initiative with delegation, contact me today to join a TAB peer advisory board!