best workplace

What is the hardest part of managing a remote workforce?

Adam Coleman Path To Growth

The answer to this question in one word is “Trust”.

Do you trust your people to be productive at home while they work? Have you put all the correct behaviours in place to allow your employees to work in a dispersed way?HRLocker has been at the forefront of remote working for many years, we employ many remote workers and found early on that you must have the right business culture set up in your organisation for remote or dispersed workforces to operate properly.

An everyman culture

‘We have built our culture around “Trust”. It is included as one of the core behaviours and for us, it begins at the interview stage. HRLocker are a developing DDO (A Deliberate Development Organisation) where we put adult development at the centre of our strategy. It is what we use to build and grow our company every day.
To build a great company culture you must first start with creating principles & behaviours, this is what we use to drive the business forward. We have 3 core principles & 3 core behaviours. These are subject to change and grow as your organisation does.’ says Adam Coleman, CEO of HRLocker.

HRLocker’s 3 core Behaviours
1. Flexibility
2. Initiative and Execution
3. Teamwork

HRLocker’s 3 Principles that help us manage our organisation and people (this is fluid, the number of Principles may grow over time)

1. Business Integrity
2. Truth and Trust
3. Ownership

How do you create a new set of behaviours and principles?
You must first begin with what is fundamentally important to your business. What makes you different to everyone else, and what are you trying to achieve? With us, it starts with a statement…

“Have trust in the company’s actions. HRLocker always has the success of the company, its employees, and its stakeholders at the core of our decisions. Be truthful to yourself, our customers and your colleagues at all times.”

Each behaviour and principle are made up of headings such as “Trust and Truth”.

When a new Principle or Behaviour is proposed, our senior management team discuss it. We decide if there is a need to develop a new Principle. If agreed, senior management decides on a draft Definition.

When we have the title and the proposed definition, we workshop it with the rest of the employees in groups of no more than 20 people. Each workshop participant then puts forward suggestions on ‘what good looks like’ under that principle. When the workshops are completed, we mix all the findings and come up with an agreed ‘Title‘, ‘Definition’ and ‘what good looks like’. When it is completed, it will look like this:

Title: Trust and Truth
Definition: Have trust in the company’s actions. HRLocker always has the success of the company, its employees, and its stakeholders at the core of our decisions. Be truthful to yourself, our customers and your colleagues at all times.

What good looks like:
• Be honest about your capabilities and your limitations/vulnerabilities, to yourself and your colleagues.
• Know what you know and more importantly know (admit) what you don’t know.
• Respect people’s vulnerabilities in your actions.
• Do not talk behind people’s back.
• Show respect to everyone in the organisation regardless of their position.
• Support and encourage new ideas, no ideas are stupid.
• Show trust in each other and the actions of the company.

Creating your culture
When you have your Principles & Behaviours in place, create an employee handbook and make it part of the onboarding process. New employees know from the very beginning the ethos of your business and have read, understood and signed their employee handbook. These documents are invaluable as they state from the outset what expectations an employer has from the start.  Click here to download a free employee handbook template 

HRLocker is growing and transforming in part due to the company culture we have set in place. Find out more by watching our video

 

Measuring Success

You must have to correct tools in place to measure success,  this is where HRLocker can help. Our system covers a lot of ground you will need to measure your success.

Timesheets & Projects

Timesheets & Projects in HRLocker allow employees to plan and summarise their week before they submit them weekly. This is a great way to see the progression from week to week. – Growth.

When employees log their times against Projects it generates reports. This is a very useful tool to track how much it costs to develop or to get clients on board. Our management team use this data for resource planning.

 

We have also developed clock in and out by IP address and/or GPS/GEO Location which will tell you where your employees are when they clock in and out. We prefer the honesty timesheet approach where the employees enter their times into the timesheet, we take their word based on their productivity and results, using one of our core values, – Trust.

 Development

Adult development should be a big part of your company culture. Our CPD Module (Continuous Professional Development)  allows employees to request training to help them improve at their current job, their future job, or their wellness. Training can also be scheduled and managed through the CPD module, but it is not an LMS system, it is a request and management system. All requests are evaluated and then agreed, which will prompt a good conversation on why an employee has requested training. – Adult Development

 Productivity and Performance

HRLocker has a performance management module; Real-Time- Reviews. It is performance management with a difference, as it is not only a tool for management. It also allows an employee to request a meeting or a review with their manager at any time, thereby making it a two-way street. This allows for a continuous ongoing conversation between managers and employees, strengthening relationships and spotting any issues before they arise.  We have quarterly performance meetings pre-scheduled as a minimum, but as we are all moving toward a remote working culture, we often schedule weekly catchups just to stay in touch. This is a great and well-used feature. – Open & Transparent ongoing conversations

Recorded Meetings

In our company, all meetings that have more than two people in attendance are recorded in Microsoft Teams. This is a brilliant way for employees who were off or unable to attend to stay part of the story. We have put this in place to practice open transparency which is a vital part of our culture. These can be uploaded and stored within RealTime Reviews.

 

You can put as many scheduled meetings and systems in place to help to make remote working a solution for your business, but it all must start from a core foundation. ‘Trust and Truth’.

Recruit for it, Reward for it and promote for it, Trust will help your business to be successful.

 

 

Register here for a consultation and free trial on HRLocker  https://www.hrlocker.com/hr-software/register/

 

 

 

 

What is the hardest part of managing a remote workforce? was last modified: June 20th, 2020 by Adam Coleman

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