Remote Job Handbook: Guide to Remote Work for Employers

Until recently, working from home was a perk reserved for a few as only a handful of industries were able to provide it. Instead, going to work typically meant commuting and offices.

However, remote work has surged in popularity and has changed every industry. Whether or not a job offers remote work is more important than having a good salary for some workers.

Let's discuss the meaning of remote jobs and how to navigate the new world as an employer.

What is a remote job?

A remote job refers to a job that allows the employee to complete their tasks from the location they choose. This setup allows employees to work from home, a coffee shop, a co-working space, or anywhere with internet access.

Since it's up to the employee to choose where they work, having a remote job means more flexibility and autonomy. It helps them balance work and personal lives more easily, making it an excellent perk to offer your employees.

Remote jobs are also often called "work-from-home jobs" or "fully remote." You'll also hear this type of workforce called "distributed workforce."

What is the opposite of a remote job called?

On the other side of the remote job are "in office," also called "on-site," types of jobs. Here, the talent has to report to a physical office or workplace to perform their job.

It is a more conventional model of work that everyone is familiar with. It has been the prevalent model, with remote jobs a luxury reserved for a handful of industries.

Advances in tech have allowed companies to have distributed workforces and to hire globally. Not everyone is willing to relocate for a job, so the option of remote jobs means the opportunity to hire from a larger pool of talent.

What is a Hybrid job?

For some industries, the meaning of remote jobs merges with many hiccups and complexities. Not all companies are technologically ready for remote jobs. Some companies struggle to build a company culture without having their employees present for pizza night.

Hybrid jobs are a compromise between remote and on-site work. These offer employees the flexibility to divide their time between working from home and being present in the office.

In some companies, the hybrid model means that the employee has to work from the office for a specific amount of time in the week or month. Others ask their employees to be in-office each Tuesday and Wednesday.

While the rules of the hybrid model change, it allows organizations to get the best of both worlds.

What are the pros and cons of a remote job?

Remote job opportunities have their sets of pros and cons for employers and employees.

For employees, it increases flexibility, reduces commute times, and improves work-life balance. On the other hand, some remote employees also struggle to separate work from home life. Others may experience feelings of isolation.

For companies, remote jobs are an efficient way to save on having a physical location. However, it can be a synonym for communication barriers and productivity drops. Still, with proper planning and strategies, there are ways for companies to turn those cons into pros.

What should an employer know about remote working?

For employers, offering a remote job means finding new ways to collaborate and manage employees.

It's essential to focus on clear communication. Your remote job employees will benefit from trust-based relationships with their managers. As an employer, you should also work on providing the necessary tools and resources to support remote work.

The main difficulties in hiring people remotely lie in onboarding and managing new employees. Many companies need help with creating a strong company culture.

Here is some advice for companies looking to hire people for remote positions.

Virtual interviewing and onboarding - Best practices

As an employer, when you decide to hire a remote team, one of the first challenges you'll have to overcome is the new interview process. In-person interviews have a set of rules that you might already be familiar with, and adapting them to an online one may be tricky.

It's important to choose the right platform for video meetings. You want to ensure everyone on the interviewers' team is comfortable with it and integrates with their calendar.

You'll also want to consider different time zones when hiring globally and pick a time that works for both sides for the remote job interview.

If you have back-to-back interviews, keep notes. It's much easier for someone to leave an impression in person. By keeping notes and comparing them later, you'll be able to assess each candidate more effectively.

Once you've selected a candidate, you might want to use some of these tips for successful onboarding:

Try to recreate an employee's first day in office online

Typically, the first day in the office means meeting your coworkers. A company will assign a mentor or a manager to onboard the new employee and show them the ropes.

Your remote employee would also benefit from this. Try to arrange a video conference to greet the new employee. Assign and introduce them to a person from their team who will guide them in their new responsibilities. The personal touch can help the new employee feel like they are welcome in your company, which will do wonders in terms of company culture.

Slow the onboarding pace for remote jobs

When you have employees in-house, it's easy to assign them tasks and assist them with their responsibilities. Consider that your new employee is unable to pop in and ask a question or two as easily when working a remote job, meaning they may take more time to onboard.

Adapt the onboarding pace accordingly. You may also prepare guidebooks and handbooks employees can revert to when needed. As mentioned before, you should also consider designating a mentor for them to ensure someone has the answer to their questions.

Schedule regular check-ins with your new employees

It may also be more difficult for your managers to estimate how your new employees are doing. You should implement an easy way for your managers to contact the employee and see whether they need help with their tasks.

Depending on the type of work, you may schedule daily or weekly check-ins between the two. Having one too many meetings can hinder remote work productivity. Try to find the right balance between check-ins and micromanagement.

Remote jobs and management

Managing employees is certainly easier in an in-office setting. With a remote model, management is based on trust between your managers and employees. If you've hired the right talent and onboarded them properly, there may not be much for your managers to do besides a quick catch-up.

However, if you can’t count on your new employees to complete their remote job responsibilities, there is a lot of software to manage your remote employees.

For example, you may rely on task management software to keep an eye out on the progress. A time tracker might be a good option if you feel your employee is spending the company’s time doing personal things.

You'll also have to think in terms of security. Remote jobs are less secure than in-office, as they don't rely on the same infrastructure. Your remote employees may rely on public Wi-Fi networks and compromise the security of your sensitive data. Having a company-wide VPN requirement or other security software might be a good option.

How do you create a company culture in remote-first companies?

Company culture refers to the shared values, beliefs, and attitudes that define the identity of a company. It influences how employees interact, collaborate, and work towards common goals. A strong company culture fosters a sense of belonging. It also motivates employees and helps them contribute to your company's success.

Open communication

Keep your channels of communication open to remote employees. You want to have them informed, engaged, and connected.

Promote accountability

Trust is essential in remote work. You want to encourage your remote employees to take responsibility for their work. Try to set clear expectations and establish measurable goals.

Encourage collaboration

Whenever possible, encourage remote employees to collaborate, brainstorm ideas, and work together on projects.

Celebrate successes and milestones

Acknowledge and celebrate achievements, milestones, and contributions of team members equally. Try to recognize individual and team accomplishments publicly whenever possible. It will help boost morale and reinforce a positive company culture.

FAQ

What do you do as a remote job?

A remote job is any job that doesn’t require an employee to complete it from an office the company designated. Different types of industries have accepted the remote job model, so what you would do as a remote job depends on the job description. Remote jobs are typically best suited for industries that already rely on technology and digital communication.

What is another word for remote work?

Remote work is also called “Telecommuting.” Remote jobs are also often called “Work from home” jobs.

Is a fully remote job worth it?

It depends on both the company and the employee. Some companies will find working remotely a great solution, as it helps hire globally and saves on offices. For employees, a remote job means flexibility and not having to commute. For others, it may be isolating and unproductive to work from home.