It wasn’t that long ago that companies were making plans for their 2022 return to the office. Then, omicron hit, and many of those plans were bumped again, continuing the remote or hybrid workplace norm for many. managers can help struggling remote employees. Here are five ways to start:

SET AND MEASURE EXPECTATIONS

One of the first things leaders and managers should do is ensure that they’re communicating and setting expectations appropriately. Because when leaders aren’t setting expectations clearly, explaining performance measurements, and inviting questions, employees may be trying to find their own ways without success. Reviews and performance such a key part of a manager’s role. Ensuring that you have regular methods of delivering feedback is essential.

SCHEDULE CHECK-INS

It’s important to have regular check-ins, especially with new remote hires or those who aren’t performing as expected. These meetings, which can be brief, give your employees an opportunity to ask questions and voice concerns privately and while they know they have your attention. Also, they give you an opportunity to see if there are gaps in your training. Sometimes, you don’t even know what you don’t know about what they need. Try once a week and then adjust the frequency as needed.

CREATE A “CHEAT SHEET”

Create a simple training and resource outline, which can help new employees understand the training they’ll need to be successful, as well as the resources that are available to them. And mapping out a daily guide for the first few weeks can help resolve that awkward new employee phase. The employee handbook is obviously a very good resource, but also an outline that really goes through each day: Here are the things that you’re going to be working on. Also create a list of independent projects and resources, including videos, training modules, databases, or other tools they should be using and learning.

HELP THEM NETWORK

Use platforms like Slack or Microsoft Teams and encourage employees to ask questions of each other and interact. Hire someone new in sales? Encourage them to set up meetings with product development or information technology team members. Create intentional connections between workers. Doing so will also help connect them to the company’s culture and how they fit into the overall organizational goals, she adds.

DAPT YOUR MANAGEMENT STYLE

If you’re managing a struggling remote employee, be mindful that you may need to look at how you’re managing the situation. It’s important to get to know your team members well so that you can adapt your approach. Some leaders have too much empathy, which doesn’t help employees who do better with structure and accountability. They may require frank feedback. At the same time, it’s important to have some empathy for what employees are dealing with.