Remote work is here to stay! This week we think about remote working and all the ways we are maintaining remote employee engagement, while we continue to be a fully remote workforce. Join us as we discuss long-term remote working and supporting employee engagement, from onboarding buddies and video calls to time zones and virtual events.
IN THIS ARTICLE...
What is Remote Employee Engagement?
Employee engagement is the evaluation of enthusiasm and dedication an employee feels toward their job and the relationship between an organization and its workers. Employee engagement for remote workers is the same evaluation, of a remotely distributed workforce.
Employee engagement is about creating a culture where staff feel committed to and have a positive attitude toward their organization. Engagement is becoming an increasingly important concept in management strategy. It is seen as a progressive way of thinking as engaged employees will lead to better organizational culture.
Organizational culture is the behavior of humans within an organization and the meaning that people attach to those behaviors. Culture includes the organization’s vision, values, norms, systems, symbols, language, assumptions, beliefs and habits. Over time the organization will develop its ‘norms’ i.e. established (normal) expected behavior patterns.
Cost of Remote Team Engagement
According to Gallup poll data, a large percentage of the American workforce is not engaged, while only 33% were classified as engaged. Those numbers were pretty astonishing to us.
Since more than half of the workforce was not engaged pre-pandemic… with the new approach to work when most people are working from their homes or doing a hybrid combination. The number of employees that are not engaged has continued to rise.
Gallup also reported that disengaged employees cost the US $1.9 trillion each year in productivity loss.
Employee Branding & Staff Engagement
Employee branding is about building a positive organizational marketing culture, as well as increasing employee engagement.
Employee branding means developing a culture where employees establish a relationship with the brand values. This promotes an on-brand attitude and behavior when dealing with customers and the team feels a commitment from employees to the organization.
An organization’s branding grows, company-wide, from the inside out, so everyone within that organization is responsible for its brand:
- What employee branding should mean to employees is the same brand promise made to staff, clients, and prospective clients.
- It should define the experience of the employee/client relationship.
- It defines the organizational culture as a whole.
How to Keep Remote Employees Engaged
Employees that work from home can often feel less engaged and connected. Here at Intellek, we have multiple ways that we instill within our organization to stay connected and engaged. We assign “onboarding buddies” to new team members, who then attend optional bi-weekly cyber chats. We have monthly meetings and our teams can give employee feedback, anonymously via Engagement Multiplier collaboration tools.
Remote Team-Building Events
Since quarter four of 2021 and for this year and beyond, our fantastic HR team has been organizing remote team-building events. Our favorite so far has to be the Virtual Escape Room. We’re excited to see what else they have in store for us!
Open Dialogue in our Company Culture
Employee recognition can play a big part. Our company culture reinforces open dialogue, and we use Motivosity to allow team members to recognize one another. A recent Survey Monkey/Bonusly survey cited that recognition can give staff confidence, which fuels their motivation.
Research on Staff Recognition
The bottom line is that data shows recognition and appreciation (promotions, cash bonuses, acknowledgments in meetings, etc.) improve engagement. Of those surveyed, 82% consider recognition an important part of their happiness at work.
In addition, LinkedIn research reported after 3 years, someone who was promoted has a 70% chance of retention, while someone who moved laterally has a 62% chance. Those with the same position after 3 years have a 45% chance of still being there.
Remote Working and Employee Engagement
It’s important to keep remote workers engaged and updated on projects, goals, team progress, client news, and company progress.
One of the best things about remote working is the flexibility it offers employees, especially in different time zones. Giving team members autonomy around when, where, and how they work, can lead to greater employee satisfaction. Working remotely can keep employees focused and productive, less stressed, and happier.
Why have a Remote and Flexible Workforce?
Flexible workforces can be beneficial to both the employer and the employee.
A flexible workforce can…
- Understand how to perform a variety of different jobs and functions within a company.
- Lead to employee engagement, address issues relating to training and development, and allow people to have a better work-life balance.
- When mutually beneficial to both the employer and employee, it will produce the most positive outcome.
Benefits for the employer
• Retaining a wider pool of talent
• Being seen as a progressive employer, thereby attracting the best talent
• Better staff retention, keeping skilled and motivated employees
• Potential cost savings
• The ability to manage the workforce when skills gaps are identified
Benefits for the employee
• Better work-life balance
• The opportunity to reposition their career when needed
• Increased tenure and loyalty
• Greater mobility
• Increased ability to learn new skills
• Increased sense of control
Remote Employee Engagement Driving Forces
Several factors are important in developing remote employee engagement. Here is one model by Aon Hewitt, a significant human capital and management consulting company.
This model identifies 6 Employee Engagement driving forces:
- Brand: The organization’s reputation and how employees perceive its external image and value proposition.
- Leadership: The quality of leadership, communication, and direction provided by senior management.
- Performance: How the organization manages, recognizes, and evaluates employee contributions and achievements.
- The Work: The nature of job roles, work processes, and the day-to-day experience of employees.
- The Basics: Fundamental elements like compensation, benefits, job security, and core work conditions.
- Company Practices: Organizational policies, fairness, consistency, and overall approach to managing employees.
AON Hewitt’s Employee Engagement Model
The AON Hewitt Employee Engagement Model is a comprehensive framework that defines employee engagement through three key dimensions. Engaged Employees “Say, Stay, and Strive”.
1. Say
This dimension focuses on employees speaking positively about the organization. In a remote work context, this means:
- Employees willingly recommend the company as a great place to work
- Proactively communicating the organization’s strengths to others
- Feeling proud to be part of the company, even when working remotely
2. Stay
This relates to an employee’s desire to remain with the organization. For remote employees, this involves:
- Feeling a strong commitment to the organization
- Experiencing job satisfaction despite physical distance
- Having a sense of belonging and connection to the company culture
- Minimal intention to seek opportunities elsewhere
3. Strive
This dimension represents an employee’s discretionary effort – going above and beyond job requirements. In a remote setting, this includes:
- Demonstrating motivation to contribute to organizational success
- Showing initiative and creativity
- Actively seeking ways to improve work processes
- Maintaining high performance levels without direct supervision
AON Hewitt Model for Remote Employee Engagement
By applying the AON Hewitt Employee Engagement Model’s principles to remote work, organizations can create a more connected, motivated, and productive virtual workforce. The key is to adapt traditional engagement strategies to digital platforms while maintaining the core elements of employee motivation and commitment.
- Communication Strategies – Create clear digital communication channels that enable seamless interaction. Use platforms that support both formal work communication and casual team conversations. Ensure remote employees can easily connect, share information, and feel part of the organizational conversation.
- Technology and Infrastructure – Provide robust, user-friendly technological tools that support remote work effectively. Invest in reliable hardware, secure network access, and collaborative platforms. The technology should remove barriers and make working remotely as smooth as working in an office.
- Cultural Connection – Develop virtual methods to maintain and communicate organizational culture. Use digital onboarding, online team-building activities, and virtual recognition programs. Ensure remote employees feel connected to the company’s values and team spirit despite physical distance.
- Professional Development – Create comprehensive online learning and career development opportunities. Offer virtual training programs, digital mentorship, and clear career progression paths. Ensure remote employees have equal access to skill enhancement and professional growth.
- Well-being Support – Design holistic support programs addressing the unique challenges of remote work. Provide mental health resources, ergonomic guidance, and flexible working arrangements. Focus on supporting employees’ physical and mental health in a remote environment.
- Measurement Approaches – Implement digital tools to track and measure remote employee engagement. Use regular pulse surveys, engagement tracking platforms, and specific remote work performance indicators. Continuously gather and analyze data to understand and improve remote employee experiences.
How do you Increase Engagement in Remote Employees?
We would love to hear about other ways organizations are keeping their remote employees engaged. Feel free to contact us if you would like to share your approach to home working and remote employee engagement.
You can also contact our team if you would like to learn more about our new staff onboarding solutions.
Intellek (formerly TutorPro) is a founding member of the learning technology industry. With a presence in the USA, UK, Canada, and the EU – for over 30 years we have pioneered the development of cutting-edge eLearning software and online training solutions, with a large and diverse portfolio of international clientele.
Disclaimer: We use all the tools available including generative AI to create relevant and engaging content.
