Summertime and the sun shines. Those in the office send someone out on a mission for ice creams in bulk. The all-staff email does the rounds: “come and get your ice cream now before it melts”. And the remote workers feel….hot and disappointed
With at least 43% of employees working remotely at least part of the time (US, Gallup 2016), how do you ensure you select and develop remote workers and make remote working a success (with not too much disappointment over the office food emails!)?
A first focus is ensuring that someone has the characteristics to be successful and happy in remote work – using a validated cognitive assessment with a well-researched personality tool like the 16pf assessment can help identify potential remote employees. Using these assessment tools upfront will help you work out which candidates have factors for success in remote working and help you on the path to building a high performance culture in your remote worker pool. We believe there are 7 factors to look for in potential candidates:
- Resourceful – obtains information and/or tools to perform
- Independent – able to make decisions autonomously
- Judgment – displays strong reasoning and problem solving skills
- Self-driven – shows initiative on work tasks
- Dependable – prioritizes tasks and time correctly
- Communicative – writes and speaks clearly and professionally
- Technology-savvy – adopts new technology and troubleshoots issues
It’s also key to consider your on-boarding process and how managerial support can sustain engagement – we cover these issues in our upcoming webinar, where we also explore how organizations can provide a good candidate and employee experience when developing remotely – showing you how we helped Mylan. And, you can learn about remote assessment-for-selection solutions such as the program we developed with Coca-Cola Hellenic.