How to Efficiently Support and Manage Remote Teams: Best Practices and Strategies

At Workplace, our services rely on remote teams operating independently to maintain client facilities after building users have depart for the day.

While the pandemic eventually drove hybrid approaches for our headquarters employees, enabling partial office attendance, personnel directly delivering services on-location remain fully distributed by nature of their roles.

Whether working solo or grouped in small coordinated teams, effectively supporting those remote workers requires proactive investment - from inclusive policies to open communication channels. Here we share Workplace’s best practices for efficiently empowering and managing distributed staff.

Train Managers in Recognising Neurodiversity

We believe neurodiverse teams fuel innovation through diverse perspectives. We train managers in spotting potential learning differences like dyslexia or signs of autism, ADHD or anxiety. Destigmatizing and supporting disabilities, diagnosed or not, allows more people to thrive. Adjustments get tailored discreetly, as comfort allows.

“I appreciate how understanding everyone is of my sensory needs – it makes my job possible,” noted cleaner Maria S.

Check In Regularly on Health and Connections

Without daily office interactions, it takes effort to gauge remote staff wellness. We implemented platforms allowing personnel to flag needs via our the Hub in their colleague portal or via our HR team directly. Managers also conduct regular check-ins, plus chat groups enable broader peer discussions.

Coordinate Logistics Proactively

Distributing schedules, site details, equipment lists and contact info requires organised coordination. Group messaging provides reminders while allowing shift coverage requests. Clarity and structure keep operations running smoothly despite distributed environments.

Recognise Efforts to Foster Inclusion

When remote workers feel valued as individuals, they extend that care to their tasks. We highlight team members monthly who go above standard service, thanking them publicly online and privately for supporting long or late shifts.

Birthdays also get recognised across national teams with e-cards – creating smiles amongst independent groups.

While remote facilities teams precede the pandemic, demand has grown for sustainable people-centric service models safeguarding employee welfare and satisfaction – benefitting clients through accountable, consistent care for their spaces and assets. Workplace will continually refine best practices upholding our distributed workforce’s wellbeing so they feel supported delivering services customers rely upon.