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Original poster

Managing an employee who works remotely

12 replies

Maya0108 · 31/01/2021 19:28

Hi, I started managing a new recruit 2 months ago. He works remotely. Unfortunately, I'm not sure he is doing enough during the day and can only go by some of the work he has done. He wants to take time off for flexi leave but there hasn't been enough work for him to accrue the hours. I've repeatedly asked him how he finds the work, if he is struggling or if he needs more work. He tells me he has a list of things to do but it takes him ages to complete that list. I don't want to go down the route of micro-managing but feel like that is the only option. Would welcome views on how to manage someone working remotely. Thank you

OP posts:
GrumpyHoonMain · 31/01/2021 19:31

He sends u a progress report of his work every Friday. Be up front with him - say you don’t have visibility of his work (blame yourself for this) so aren’t in a position to approve it just yet. But if he could start sending you the reports from this week you could think about it when he accrues the time.

LolaSmiles · 31/01/2021 19:33

How frustrating.

You don't have to micromanage him, but you could have a weekly catch up where you go through priorities for the week and relevant deadlines. Set the deadlines so that they are appropriate for a competent person doing the job. Tell him to keep in touch and let you know if he needs anything and then let him get on with it. Either an appropriate amount of work at the required standard will come your way or it won't. If it does then you could give him an additional project to do over one week that would give him enough hours to take some leave the following week.

One thing maybe to consider though is if he has children at home that he is needing to support with remote learning as that might be a valid reason that he is slower at completing tasks.

Mumdiva99 · 31/01/2021 19:36

I would manage him the same way you would manage someone in an office....surely it would be based on output. So he has a todo list, you would give him an expectation on when the tasks need to be done by.....or ask him to estimate when he will do them and then query the work involved if he gives unrealistic deadlines. If he's new then use his job description for this.....as that would list the job you expect him to do.

Once you know what he realistically achieves week in/week out you can start talking flexible time..... Make sure you check your HR policy and work within that....if he has the right to start flexi working now - then you and he have already agreed his weekly output....

MumOfPsuedoAdult · 31/01/2021 19:47

If ever I have someone new in my team I start off by having a quick (15 minute) daily catch-up first thing in the morning. Agree ways of working, and if necessary, have another 15 min catch up at the end of the day too. Set very clear (and achievable) goals for each day. Make it clear that the check in isn't a check UP - but an opportunity to ask questions and clarify any grey areas, and for you to see how they're getting on (and their wellbeing) and if they need anything from you. Within a month or so you'll know whether it's a capability issue or whether there's something else going on.

daisychain01 · 31/01/2021 22:44

Where does he get his work and priorities from?

LaceyBetty · 02/02/2021 14:40

Honestly not being goady, but I don't understand how you don't know if he is doing enough during the day. If the work is done, it's done, isn't it? What should he be doing that you don' think he is? Wouldn't it have shown by two months in?

Porridgeoat · 03/02/2021 07:28

Weekly meeting together. Ask him to bring his to do list and a plan of what he’s doing on which day. Give him clear targets and deadlines. Tell him you’d consider flexi timing when he’s been up to speed for 6 months and that in the meantime you want to help him structure his work time so he gets into good routines.

Porridgeoat · 03/02/2021 07:28

Daily check in also

ZoeTurtle · 03/02/2021 10:40

Put in a 15 minute meeting each morning and go through a list for that day. Make sure he agrees it's achievable (and make sure it is yourself). Ask if there's anything he's not sure how to do and if so, talk him through it or get him to call you when he starts that task.

15 minutes at the end of the day to tick the items off. If he hasn't finished you'll need to drill down into why, what he's finding tricky.

Could be weekly if it's more suitable for the type of work he does, but weekly gives him more space to hide.

For someone underperforming, this is a good balance between micro-managing and giving him autonomy, IMO. He gets a say in what he does and he can manage his own time and tasks throughout the day, but he also knows he's got to report back to you.

Original poster
Maya0108 · 03/02/2021 22:13

Thank you @ZoeTurtle, @Porridgeoat, @daisychain01 @GrumpyHoonMain, @LolaSmiles, @Mumdiva99 for all your advice. You guys are amazing Smile

OP posts:
Whattodoffs · 05/02/2021 07:54

Do you have a system available where he has to log his hours on a daily basis - in our office (lawyers), we have to time record every section of our day. Plus all the work I do gets passed on to a lawyer so they are aware of what inamndoinf without breathing down my neck or managing me, if that makes sense x

Whattodoffs · 05/02/2021 07:54

"Of what I am doing" that should be x

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