Remote work is now a reality. As noted by staffing industry data, 60% of employees prefer hybrid roles, while 37% want fully remote opportunities. On average, 35% of job postings are now fully remote or hybrid, and this number remained largely consistent through 2024.

The result? Remote work isn’t going anywhere. Navigating this new reality, however, requires new approaches to recruiting, management and engagement. 

Challenges of Remote Realities 

The first wave of remote work wasn’t optional — companies were faced with a sudden upheaval of typical business operations that demanded quick response. As the productivity and job satisfaction benefits of remote and hybrid positions became clear, however, businesses began adapting operations to support both in-house and off-site positions. 

With new benefits came new challenges. Common obstacles to remote success include: 

Cultivating Consistent Communication 

In-office staff can easily track down other employees or managers to answer a question or get clarification. Team leaders can simply walk down the hall to check on task progress or ask for an update. 

At a distance, this becomes more challenging. Remote workers may not answer right away, and depending on what they’re working on and what applications they’re using, it may be difficult to ensure collaboration across teams.  

Tracking Productivity and Performance 

Another common challenge with remote work is tracking productivity and performance. How do managers ensure that remote staff are doing enough work and that this work meets expectations? 

For some companies, the answer is intrusive monitoring software that observes and reports on employee actions. While this may lead to an initial performance bump, it quickly creates another challenge: loss of motivation. If staff don’t feel they’re trusted to do their jobs, their performance naturally suffers. 

Improving Employee Engagement 

Remote work also makes engagement more difficult. There are no chats over lunch, no team-building activities and virtual meetings don’t create the same kind of camaraderie. Without engagement, however, both interest and output are negatively impacted. 

Practical Tips for Offsite Operations  

With staff in multiple locations each working a unique schedule, it’s easy for management teams to get overwhelmed. Here are five tips to help streamline offsite operations. 

1. Clearly Define New Roles 

Before you post any job, clearly define what “remote” or “hybrid” looks like for your organization. For example, if you post a fully remote position but then advise candidates that you expect them in the office two days a week, potential candidates won’t stick around. 

Likewise, if you want the option to change the parameters of a role over time, communicate this clearly during the initial interview process. 

2. Get Help Where it Matters 

With many businesses now focused on building remote roles that make sense and deliver ROI, it can be challenging to find and recruit new talent. Consider an insurance firm managing both market growth and a shrinking job pool. Reputable insurance recruiters can help find and engage talented candidates who have the ideal mix of experience and talent. 

3. Build an Onboarding Plan 

What happens after you hire a new remote employee? Unlike in-house staff who can simply flag down a passing colleague if they have a question, remote workers are typically left to their own devices.  

Best bet? Build an onboarding plan that’s designed for remote and hybrid staff. This plan should include access to the technology and applications that employees will need, plus a dedicated contact they can connect with to help answer any questions. 

4. Stay in Touch 

Communication is key to success. Here, two components are critical. First, schedule regular check-ins to make sure that staff are settling in and have the tools they need for success. These check-ins can be daily, weekly or another set schedule but are critical for consistency. 

Second, create a set of agreed-upon standards for response time if staff have questions or managers need information. This helps provide a sense of urgency without overwhelming new hires. 

5. Give Staff Space 

By giving staff room to succeed — and fail — on their own, managers can build trust. While this might seem like a novel approach, it’s common practice for in-office staff. The only difference? Distance. Put simply, autonomy is key to employee engagement. 

Charting a New Course

Remote and hybrid work options are now expected rather than exceptional. In other words, businesses are headed down this path whether or not they like it.  

One option is simply hiring off-site staff and hoping for the best. While this approach is familiar, companies will quickly encounter challenges with management, engagement and retention.  

To see remote success, businesses must chart a new course. This starts with upfront expectations that are bolstered with experienced recruiters and backed by solid onboarding plans, consistent communication and staff autonomy.  

Remote work is here. Make sure you’re ready.