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Employees are now working remotely at least some of the time, and it’s imperative to evolve your workplace policies to accommodate this standard. There are ways to make the remote-work experience productive and engaging — for both employees and the organisation.

To provide employees with the support they need to navigate remote work and remain productive and engaged, start with these nine prompts.

No. 1: Look out for signs of distress in your employees

Use both direct conversations and indirect observations to get visibility into employees’ challenges and concerns. Use every opportunity to make clear to employees that you support and care for them. To facilitate regular conversations between managers and employees, provide managers with guidance on how best to broach sensitive subjects, including alternative work models, job security and prospects, impact on staffing and tension in the workplace.

No. 2: Equip teams with the right technology and tools

Make sure employees have the technology they need to be successful, which may be more than just a mobile phone and laptop. If you expect employees to attend virtual meetings, do they have adequate cameras? Even if you don’t have an extensive set of technology and collaboration tools available, you can equip employees to function effectively when remote. But don’t assume that people know how to operate with virtual communications — or are comfortable in that environment. 

Acknowledge that virtual communications are different — and won’t be perfect — but should still be professional and respectful. Be mindful that they may be less comfortable and effective for some, and coach employees on when and how to escalate ineffective virtual exchanges. For example, if you haven’t settled an issue in six emails, the conversation may need to shift to a virtual meeting to get closure.

No. 3: Promote dialogue

Two-way dialogue between managers and employees ensures that communication efforts help, rather than hurt, engagement. Research shows that employees’ understanding of organisations’ decisions and their implications during change is far more important for the success of a new initiative than employees “liking” the change. Two-way communication provides employees with the information and perspective they need. It also enables them to express and process negative emotions and feel more in control. 

No. 4: Trust your employees

Managers may be concerned and even frustrated about losing the constant visibility of their employees they once had, but don’t respond by micromanaging. That will only disengage and fatigue already stressed employees. Don’t fixate on perceived performance problems; lean on established performance management systems if need be.

No. 5: Reinforce organisational values

Companies spend years building a set of values that describes how much they care about their employees, and how it’s important for them to create great lives and experiences for them. Make sure to reinforce these values.

Also continue to model the right behaviors — and encourage employees to call out unethical conduct. During periods of uncertainty, employee misconduct increases by as much as 33%. Remind employees of the channels for reporting unacceptable behavior and highlight punitive measures for noncompliance. This will promote work well-being — which has a huge impact on feelings of psychological safety.

No. 6: Use objectives to create clarity

Emphasize objectives over processes to create greater clarity for employees — and drive greater engagement levels.

This will promote work well-being — which has a huge impact on feelings of psychological safety.

No. 7: Focus on outputs not processes

In the remote landscape, where many people are juggling work and family commitments in their own homes, enable employees to complete their work however is easiest and most productive for them. Your 9 a.m. team meeting may have to go or you may have to forgo a lengthy approval process. Schedule collaboration at a mutually agreeable time, and lean on virtual tools wherever possible. Flexibility empowers teams to complete their assignments in their own way. 

This will promote work well-being — which has a huge impact on feelings of psychological safety.

No. 8: Increase recognition

Effective recognition motivates the recipient and serves as a strong signal to other employees of behaviors they should emulate. It doesn’t need to be monetary; consider public acknowledgment, tokens of appreciation, development opportunities and low-cost perks. Take this opportunity to provide development opportunities to employees who normally do not have capacity.

Given the lack of visibility in a remote environment, improve your monitoring techniques and relationships with direct reports. Use simple pulse surveys to ask specific questions or track output to collect data and find areas for recognition. By meeting with employees virtually and asking what barriers they have overcome or how their peers have helped them, you can identify elements to recognise and thank and share the accomplishments of teams and individuals.

This will promote work well-being — which has a huge impact on feelings of psychological safety.

No. 9: Encourage innovation

Innovation and risk-taking are important for employee engagement and organizational success. Even when an organisation has constraints on new investments, managers can emphasize the need and provide opportunities for incremental innovation or process improvements. 

Provide opportunities to share successes and safety for potential failures. Make an effort to highlight the value of employees’ continuing to scale their activities, and ensure that any risks are worthwhile.