Common Mistakes of Managers over their Remote Teams
When COVID first began, companies had to re-think their existing work model and were forced to shift to a remote work model. Initially it was thought to be a temporary move but the concept of remote work has now moved to be the standard and an expectation for companies. As the remote work model has continued, there are eight common mistakes managers make when leading remote teams.
- Failure to document/Pay overtime
With the shift to a remote work model, there has been a difficult task for employers to monitor the hours that their remote employees have actually worked. With remote workers, managers are unable to use the same compliance measures that they had pre-pandemic so there is a greater possibility for employees to work overtime more often than when they were in the office. An example would be responding to emails while “off the clock”.
- Failure to Register Out-of-State Employees
Having employees work remotely that are in a different state than the home office introduces new tax compliance concerns. When a company expands to a new state or hires a new employee in a different state, that company is not used to the local state and potentially local municipality taxation, laws, and compliance.
- Assuring access to labor rights documentation
Labor rights documentation must be provided to all employees to ensure that they have knowledge of their freedoms, rights, and expectations as authorized workers in the United States. Pre-pandemic, these rights were often communicated through employee handbooks, posters, and other means. Due to the nature of remote work, spreading this information must be done digitally.
- Return to work policies
As the pandemic is winding down, many workers are comfortable with the idea of continuing to work remotely. If a company forces employees to work a hybrid or in-office model, it may increase the chance of quality workers looking elsewhere for employment.
- Missing Relevant Tax Credits
The criteria and eligibility for tax credits varies by state and industry, but common credits are awarded based on overall earnings, size of payroll, employee backgrounds, geographic location and more. Already confusing in a traditional setting, remote work increases the possibility that managers fail to claim eligible tax credits.
- Lack of Peer-to-Peer Interaction
While some employees thrive independently, others gain more fulfillment in their jobs through meaningful engagements and conversation with their coworkers. A lack of peer-to-peer interactions can create feelings of social isolation, which can impact productivity and overall outlook for an employee.
- Issuing Insecure and/or Insufficient Technology
Technology has made remote work possible, however, insufficient technology limits employees’ ability to do their jobs successfully.
- Not prioritizing Employee Input
Many employers fail to genuinely consider the needs and wants of their teams, especially remote workers. As a result, unheard employees may grow disillusioned with their management team, leading to higher turnover rates and a potential loss of valuable key contributors.
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