Six Tips for Cultivating a Healthy Online Work Environment

Creating a Healthy Online Work Environment

The need for a healthy and satisfying work environment is not up for discussion. Any enlightened manager knows its benefits. The same need extends to remote workgroups, and that is still something of a revelation to many leaders.

 Perhaps it’s because of the “environment”. The remote work environment is fleeting; all team members don’t work together. They cannot share the same jokes; they can’t feel each other’s challenges. At least not by default – that’s why building a culture of empathy and team spirit is critical.

 As the remote workforce grows bigger, there is a serious concern for remote employees to remain connected to the rest of the team. A vibrant work environment that meets the requirements of remote employees can help reduce that isolation.

What exactly constitutes a healthy online work environment?

 It’s a work environment where remote employees feel safe in their roles, an important part of the team and the company, and one where they have the opportunity to learn and grow.

 A healthy online work environment encourages unrestricted communication, open discussions, and collaborations. It supports remote employees with educational and technical resources to enable and empower them. It overcomes hurdles like different time zones or different work methods.

 A healthy work environment is one that promotes a healthy lifestyle, free of emotional strain. It is a place where employees feel that despite working remotely their work makes a difference, not only to the company’s bottom line but to the community as a whole.

 The edicts of a healthy online work environment mirror that of an in-house team.  Remote workers have the same need to feel safe and secure in their work. They still need to be challenged and held accountable for their actions. And they definitely need the support of colleagues to flourish in their roles.

 A healthy online work environment translates to happy employees. And what is the business decision that underlies employee happiness? Research has shown that happy employees are 12% more productive.

How to cultivate a healthy online work environment

  •         Trust and faith: Without trust no team will ever reach its full potential. That’s possibly truer for remote teams – who don’t always get to see the full picture and have to rely on other members to fulfill their roles. Likewise, having faith in a colleague, even when mistakes crop up, will go a long way in building an online work environment that is secure and reliable. Both trust and faith underpin the decision-making process and accountability – two qualities remote employees seek to feel part of the company.
  •         Peer-review and recognition: Sometimes feedback from peers is saved for occasional reviews. But it should be fluid enough to become a part of the daily routine so that remote employees can receive and share feedback without worrying about egos or hurting anyone. Open recognition of achievements is just as important to foster motivation and improve productivity. On the other hand, recognition of problems within the team and swiftly addressing them will also help promote a healthy remote work environment.
  •         Intellectual challenge and educational resources: Remote work often relies on tools and apps that new hires may not be familiar with. And on top of that, given the flexible nature of online work, help may not always be readily available. A healthy online work environment should have resources in place for employees to rely on not only to fulfill their roles but fire up their intellectual curiosities. Because an intellectually challenging role is one of the best motivators.
  •          Safety and security: “Remote” doesn’t take issues like discrimination and harassment off the table. In fact, these deadly problems have already migrated to the online work environment. The danger for remote employees is that if they don’t speak up, their pain and the existing problem will continue. Both team members and team leads should be wary of these issues. Victims should be able to speak up and get the support they deserve.
  •         Work impact and social responsibility: Knowing that their work matters not only to the company but to society is not a vague factor for employees. The new workforce, particularly Millennials, prefer working for companies that have a strong social responsibility program. Giving remote employees the opportunity to participate in a company’s CSR programs will tighten their bond with the company.
  •         Health and wealth: Companies can’t dictate good health measures to employees. Yet the effect of a healthy lifestyle on the employees’ work and the company’s profit is far from debatable. This is why managers are now actively reinforcing healthy habits. Remote employees shouldn’t miss out on the support of the management or colleagues because they don’t meet face to face. In addition, full-time remote employees have the same needs for time-offs that will help renew them for dedicated work.

Be it fun team-building activities or an open ear to a colleague’s troubles, measures that make the online work environment tangible despite being fleeting will help remote employees perform better, feel supported, and build relationships – and in turn make them feel like an important part of the company.

Perhaps a healthy online work environment is not measured in numbers. But lasting relationships, loyalty towards the company, and a remote employee’s pride in working for the firm is a good gauge for how conducive the environment is to dynamic remote work.

 

Guest Author Bio

Image courtesy of DistantJob.com

Image courtesy of DistantJob.com

 Sharon Koifman believes every company, from the biggest enterprise to the newly-launched garage startup, should have access to world’s top talent. That’s why he used over 10 years of experience in tech industry recruitment & HR to create DistantJob. His unique recruitment model allows DistantJob’s clients to get high-quality IT experts working remotely at a fraction of the usual cost – with no red tape and within two weeks.