HOW TO SUPPORT THE WELLBEING OF YOUR REMOTE WORKERS

From the outset, it’s important to manage expectations. Set realistic goals with your remote workers, discuss their progress , and make changes so they are not overstretching. Make it clear that there is a time for work and time to disconnect. Encourage workers to take a lunch break each day and mark it in their calendar so they are not disturbed. If you start receiving emails from them at all times of night and day, check in with them and find out what’s going on. And lead by example by working to a fixed schedule yourself.

Communication is key to the wellbeing of your remote workers. Regular conversations can help them feel connected to their work, the organisation and each other. This could be formal communication, such as:

• Encouraging remote workers to collaborate online with each other on specific assignments or projects.
• Organising bi-weekly or weekly 1:1 catch-ups between remote workers and their managers. This is a scheduled opportunity to check in, check progress and discuss any issues.
• Hosting weekly online team meetings to share updates, wins, roadblocks, suggestions and questions. Encourage team members to get to know each other by allowing time for a personal story or news.
• In larger organisations, setting up regular larger-scale meetings and briefings to keep remote workers in touch with the bigger picture.

Opportunities for informal communication include:

• Setting up an informal team chat that everyone can tap into at any time. Encourage everyone to post at the start of each day – and keep it fun!
• Hosting a weekly coffee catch-up, where everyone catches up online – with their favourite cuppa in hand.
• Organising a monthly bingo or trivia session.

In-person communication can be invaluable, too. If possible, invite your remote workers for on-site meetings and briefings at least a couple of times a year, or more if it’s feasible.

Show your commitment to remote worker wellbeing through online workshops and training. You could roll out modules on topics like healthy eating, psychosocial hazards, screen use and basic ergonomics. You could also draw attention to wellbeing by raising awareness of not-for-profits like Black Dog or annual initiatives such as R U OK? Day and STEPtember. You could also consider running an annual fundraiser.

If you don’t have an Employee Assistance Program, or EAP, now may be the time to set one up. Some people find it difficult to speak up to someone they work with. This might be through pride or fear that it could negatively impact their career. An EAP offers confidential counselling services to your remote workers for work and non-work related issues. The programs focus on enhancing an individual’s mental health and wellbeing.

Subsidised gym memberships can also be a good idea. They encourage your remote workers to make time for exercise in their day. It’s a great way to boost their physical fitness and improve their mental wellbeing.

By supporting the wellbeing of your remote workers, you are showing you genuinely care about their physical and mental health. And your approach will likely benefit your business in terms of higher worker morale, increased productivity, reduced absenteeism and a positive organisational culture.