The Science Of Managing Remote Employees

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Having remote employees should be a huge advantage—you get the best talent from all over the world, you don’t pay for relocation or office space, AND research shows that remote employees work 4 hours more per week than in-house employees!

So why do companies struggle with remote employees? It’s because many of the leadership techniques you use inside the office simply don’t work with remote employees.

For example, hot-shot companies that are predominantly remote (like WordPress, 37Signals, and GitHub) don’t use nearly as much email as typical companies because it’s such a poor communication vehicle. [Did you know that a McKinsey study found that the average worker spends 28% of their weekly time on checking/sending email?!?! Ironically, if you want to be a great remote company, you cannot waste that much time on email—you’ll need to use more social technologies.]

This 60-minute webinar called “The Science of Managing Remote Employees” will show you:

• New research that shows which personality types (e.g. introverts, extroverts, etc.) make the best, most engaged, most productive remote employees (HINT: It’s not what you think.)
• Sure-fire ways to assess and measure remote employees’ job performance without using invasive and expensive techniques to spy on their every move
• Why you should NEVER ask “How’s it going?” to remote employees
• 3 attitude adjustments that leaders must make to successfully manage remote employees
• The 1 question you can ask at the end of every virtual meeting to avoid being undermined behind your backby people who disagree with you
• 3 tools guaranteed to build trust with remote employees
• How to transmit your corporate culture to employees who never get to see your corporate office
• The pros and cons (and creative uses) of the latest technologies: social media, wikis, intranets, blogs, etc., plus one free tool to help you keep your virtual employees accountable
• A 3-step process for delegating large projects that require frequent progress checks (without being demonized as a micromanager)
• 2 keys to keeping remote employees disciplined and productive
• A specific weekly regimen that keeps remote employees connected and aligned
• How to avoid the 5 emotional “trigger words” in emails that cause misunderstandings, spark conflict and get you in trouble
• The 10-minute conversation that keeps remote employees feeling connected and engaged
• How to end every email with a “call to action” that elicits immediate productivity