Allowing the right team members to work remotely from home has some well documented benefits. In fact, using a remote team can lead to lower overall costs and increased productivity.
A manager needs to choose the best remote team members for the required work and support them properly. What makes someone an ideal candidate for working from home or a satellite location? What support do they need and how can you set them up for success? A look at the actual individuals and their working styles and personalities reveals a lot about what makes them tick and how to set them up for success.
How DISC assessments can reward your remote team and help them succeed
If you are familiar with DISC assessments for your in-house team, then you already know how helpful it is to be able to reward and encourage individuals in the right way. But, is that important for a remote team since you don’t see them as often? Knowing the key personality traits of your remote workers is essential if you want to set them up for success and reap the rewards of a remote team.
To perform their jobs effectively and truly feel part of the team, your remote workforce needs a variety of support, equipment and essentials. Here’s what you need to provide each team member if you want them to work remotely.
Technology and your remote team
Your remote team needs tech and equipment that is at least as good as your in-house workers. From laptops to printers, your remote workers need to be able to have technology at their fingertips to make things work. According to Business News Daily, the technology you provide plays a big role in not only how well your team can perform, but also how motivated they are to succeed at remote work.
Giving them the latest laptops, tablets and phones ensures they’ll be able to connect with ease. Equipping them with out-dated tech tells them you do not really value their contributions. If you provide your remote team with slow Wi-Fi, leftover laptops, and an old printer, you’re setting them up for failure. Instead, if you can position remote teams for success by providing the latest tools to connect with the team (including you). They will therefore, feel just as valued as in-house staff. In short, treat them like the valued professionals they are and you’ll get the best ROI from the experience.
Connectivity: next step from technology
Your remote worker often requires more than just a good printer and laptop. They may need better audio and video equipment, too. Consider tools and equipment they need to video chat, join meetings on a remote basis and interact with your team. This ensures they can truly communicate with everyone at your office and that they feel like they are an essential part of your team. A remote worker may need a video camera, microphone, and speaker setup. There may even be times a second laptop or device would help to share documents and files while chatting.
Accessibility for your remote team
Your team needs to be able to safely and securely access your network and files. Your IT department can help set things up. Ideally, remote workers should have the same access and collaborative abilities as those doing a similar job in-house. The more data you have in the cloud and the more tech friendly your workflow is, the easier it will be to incorporate remote workers.
Communication is key
Your remote workers need to feel like they are part of your team, not an afterthought. Including them in brainstorming sessions (via the aforementioned tech), meetings and even casual water cooler chatter can help them feel like they are an essential part of your team. How frequently you communicate, the methods you use and even your overall approach will depend largely on each individual’s personality and style.
Choosing the right team to work remotely, and offering them support that best suits their DISC assessment results, helps position your brand for success. Having the right team members in place, who can work at home, helps your organization reap the rewards. You will most likely build an efficient and motivated work force.
Is DISC Important for Remote Team Members?
DISC assessments can help you effectively manage all teams, but they are particularly useful when you are setting up remote work teams. DISC assessments can reveal each candidate’s preferred and natural working and communication style. Once you know if a particular team member is more project driven or people driven, you have some key insights into the actual type of support they will need and into the challenges that could deter them from successfully working from a remote location.
How to Use the DISC Test for your Remote Team
Offering DISC assessments to your team allows you to uncover their innate preferences and styles. While there is no one DISC type that is best for remote work, identifying your employees DISC style will help you choose the right mix of candidates and offer them the right mix of support.
Using DISC to Power and Support your Remote Team
Knowing your team’s DISC assessments results is always beneficial, since you can tailor everything from assignments to workstations to match your worker’s skill sets and preferences. For remote workers, the knowledge imparted by a DISC assessment is even more meaningful. You’ll know how much support, attention and feedback each member will need, and even get a good idea of which of your team members can handle the sometimes-isolating aspects of remote work. Since each individual style needs different support and will value difference aspects of remote work, knowing what to offer is essential if you want to have a successful remote program.
Knowing Your D-Style Remote Workers
Driven D-style workers will stay on task, deliver completed projects and get things done. Completion of tasks will not be much of a challenge. However, they could suffer from lack of connection. The D style worker thrives on competition and being heard. Try to ensure these team members can make their opinions heard. They will want to update everyone on their achievements and tasks. This will keep this remote working powerhouse motivated and productive.
Knowing Your I-Style Remote Workers
Your outgoing, interactive I style team members are going to need the most interaction and support. It won’t be just for the work itself, but I-styles need to feel like part of the team. A collaborative tool that always stays open, like a Slack channel, can help this worker feel involved. Just don’t be surprised at the amount of chatter that comes in over the line once you open it up.
Knowing Your S-Style Remote Workers
Their steady, calm and trustworthy attitude makes them ideally suited for remote work – but they could be resistant to change. If you are transitioning in-house workers out to your remote team, provide support to this group along. It’s kind of like moving a cat to a new home. They may be suspicious at first, but once they settle in, everything runs smoothly. The good news is, once they settle in, they will be your most reliable, go to team member. Also, provide as much information about the move as possible. Your S-style team members will respond better to the changes.
Knowing Your C-Style Remote Workers
These logical, analytical team members can also be effective remote workers. However, don’t be surprised if they shy away from the video and Slack channels you’ve chosen to support other styles. Written communication will trump interaction with others. Your C-style team member will need to know who to go to with issues, concerns and problems. They will expect detailed data-based answers on a regular basis.
Using a DISC approach ensures you get can better build and support your in-house and remote teams.