Engagement & Wellbeing

Hybrid Working will bring challenges so ensuring Remote Workers remain mentally and physically healthy and engaged with your organisation will be key to ensure success – with everyone having a role to play:

• The role of the Leader
• The role of the Manager/Team Leader
• The role of the Employee
• The role of other support organisations

Additional Resources

• Helpful Tips to Engage with Remote Workers
• How to Manage Yourself Whilsts Remote Working
• Top Tips to Working from Home
• Creating the Conditions for Engagement

The Role of the Leader

It’s important that leaders continue to communicate to their Remote Workers, keeping them updated on key information and messages through regular briefings and updates. Letting everyone know what’s being achieved will help Remote Workers stay connected with the organisation and it’s also vital to provide regular feedback, recognition and thanks. Remote Working will really test your organisation’s values and fundamental principles. Flexibility, openness and trust are critical for Remote Working to succeed.

The Role of the Manager/Team leader

Managers should be proactive with deliberate, scheduled contact and regular one-to-ones to ensure their Remote Workers are supported and be a sounding board/friendly voice for them to air any concerns they have with their situation.

The Role of the Employee

The role of the Remote Worker is to deliver what’s expected of them, ensuring they update their manager regularly, balancing their work with home commitments to ensure a productive and healthy approach.

The Role of Support Organisations

It is important to note that working remotely from colleagues may have a impact on your Remote Workers, as they may miss the social one on one interaction, perhaps at times even feeling isolated.  Therefore, ensuring that they are supported will be key to a sustained and productive arrangement. With many specialist organisations providing assistance and tools, making these available to your Remote Workers will help.  Ensure your Remote Workers still have a ‘voice’ in your organisation.  Regular mini ‘pulse surveys’ or temperature checks are a good way to give / receive feedback and monitor how people are feeling.

Additional Resources