“To be or not to be” as a question is no longer relevant. If Hamlet were a modern employer, he would be concerned about other issues, and one of the most important would be to “hire or not hire remote employees.” Competition in today’s market sets new paces and poses new challenges.
The trend for remote cooperation is only gaining momentum, and we can confidently predict an increase in its popularity in the near future.
It is quite obvious that the productivity of employees is not determined by whether they work in the office or remotely. A large friendly team sitting in an office rented in a beautiful huge building with sky-high rent can bring you a minimum of profit. While scattered around the world, remote employees working sitting in a cafe or on the beach can please with the full return that you will immediately feel financially. Of course, this is not an indisputable truth, and everything can be the other way around, since productivity is determined not by geography, but by a whole complex of factors.
The most pressing issues that you have to solve will be the search for employees and ways to organize their work.
How to find a dream team and easily manage it?
- The surest way to find your dream team is to treat recruitment as perhaps the most important step.
Test potential employees to determine their work style.
The results should show that your employees possess:
- self-discipline (this is the basis for any work, but in the case of a freelancer it is doubly significant, since the boss is somewhere far away, and if a person cannot force himself to work without the threat of punishment, it is better to wait with freelancing);
- resistance to the lack of live communication with colleagues (socialization should cover other areas);
- the concept of productivity (a freelancer works not by the hour, but on the result and successful completion of the task);
- crisis manager skills (in particular, the ability to work autonomously and solve those problems that are included in the administrator’s tasks in the office);
- a freelancer should have a “persistent allergy” to force majeure and see the advantage of working outside the office in that it allows you to perfectly balance personal and working time.
Of course, it would be great if your remote team had previously experienced freelancing. The culture of working at a distance requires developed professional skills, and it can take weeks or months for beginners to form them.
It’s important! Use programs to manage small groups. For example, Trello is for iron self-discipline, Slack is for effective communication.
- Be sure to inform employees about how you can organize the work: set them not only a task, but also tell them what time costs are expected from your employees at each stage.
For example, the project deadline is expected by the end of the quarter. This may sound too vague, so you should break the term of work into several segments and for each set a specific task for the freelancer and stipulate the expected result.
- Let your employees see the benefits of freelancing. The generation of the 2000s appreciates the opportunity to escape from the office and earn money without breaking away from travel.
Many well-known companies, including such mega-monsters as Amazon and Apple, allow their employees to work in mobile mode. This balances the time we spend on personal life and work. All performance data confirms that, at the end of the day, a company’s profit is determined by how much each employee has laid out, not how much time they have spent in the office.
However, in order for work to really blend in with a mobile lifestyle, a person must have a real idea of their productivity.
Fortunately, the opportunities that modern technology provides not only cover communication from almost anywhere in the world, but also allow you to literally track how busy your day was with work and how much – with frank idleness. To do this, you can use TMetric (a paid time tracking service). It makes it easy to analyze your productivity.
- Actively use proven time tracking programs. They solve problems in a complex.
Here is an incomplete list of their functions:
- create reports, fully control the workflow;
- remind about the break;
- easily integrate with other important resources;
- have a user-friendly interface;
- calculate the salary automatically according to the time worked.
- Freelancers turn into a dream team if you provide them not only with technical support, but also with a competent manager.
He will be able to see the big picture, for example, to track periods of falling productivity and quickly find a solution to this problem.
And what do we have?
Your freelance team will work like clockwork if:
- at the selection stage, you will find “born” freelancers who seek to work outside the office;
- you will teach them to do important work before it turns into urgent;
- you will show that productivity control will definitely have a positive impact on their income;
- the process of accounting for working time will be transparent and understandable;
- employees will be able to count on the help of a manager who will direct the movement of the team and be responsible for both intermediate and final results of work.
That’s all I wanted to share with the readers of the blog about freelancing. I hope my recommendations will be useful to you!