Remote work is more common than ever. And it offers many benefits to both employees and employers. Employees like the flexibility and control over their schedules that remote work provides. And employers benefit from remote work by having a more satisfied staff and saving money on on-site costs like office expenses and utility bills.  

However, there is the possibility that a remote worker is taking advantage of the situation and not really working their assigned hours. It’s tricky to navigate this kind of situation because you don’t want to micromanage your employees, but you also need to make sure they’re working when they’re supposed to.  

Let’s take a closer look at some common signs of performance issues in remote workers and what you can do to address the problem.  

Signs of Performance Concerns 

One of the difficult things with remote arrangements is that the workers you employ aren’t physically in the same space as supervisors, so it can be tough to know exactly what they’re doing at any given time. It can also be hard to know if they’re taking advantage of the arrangement or not. Short of using big brother-style monitoring tools – which employees don’t like, and usually only serve to breed discontent and drive your best people away – how can you tell if a remote employee is underperforming or not working full-time? 

Look for signs like: 

• Missed deadlines 
• Poor quality of work
• Unresponsiveness 
• Frequent absenteeism 

Once you’ve noticed the signs of an underperforming remote worker, it’s time to do something about it. But before we learn about some strategies to do that, let’s discuss how to make this problem less likely from the outset. 

Create an Accountability Culture 

A culture of accountability means all staff members have a clear understanding of their roles, responsibilities, and expectations. And this can start long before there is ever a problem. Your job descriptions themselves should clearly describe the role and responsibilities a hire will have. In addition, language in your employee handbook should make it clear what is expected of employees – and what the consequences are for missed work time, unethical behavior, and other issues.  

Additionally, supervisors should schedule regular one-on-one meetings with all staff to talk about their performance, give suggestions on improvement if necessary, and find out how employees are feeling about their work, their jobs, and their careers at large. Keeping in touch with remote employees and fostering frequent communication is absolutely essential when employees aren’t on-site. 

Strategies for Addressing the Issue 

You suspect a remote employee is taking advantage of your company and not working full-time. What do you do to solve the problem? 

Here are some suggestions to try: 

• Schedule meetings at “odd” times. This doesn’t mean you should schedule a meeting with the remote worker outside of normal business hours, but setting up a call first thing in the morning or just before the workday ends is a good way to tell if your remote employee is really working the hours they’re supposed to. If they miss these meetings, you have solid evidence that the employee isn’t working within their scheduled hours. 

• Make unplanned calls. While no worker likes to be called out of the blue by their boss, it might be necessary when you suspect a remote worker isn’t really working full-time. Give your employee a call during normal work hours when they’re supposed to be at their desk. If you find they’re really on the golf course or eating in a restaurant, you know they’re cheating the system. 
• Have a conversation. Address the issue directly and tell the remote employee about your concerns. Ask them if something is going on that’s causing them to underperform and what you could do to fix it. It’s possible that workflow bottlenecks, toxic coworkers, or other problems are the root cause. Another thing to remember is that remote work isn’t for everyone. Some people prefer the in-person interaction and face-to-face camaraderie of on-site work; perhaps your remote employee would do better in-office. 

If having a frank conversation still doesn’t fix the problem, it may be time to consider changing the employee’s duties or work arrangement or – as a last resort – terminating their employment. 

Hire the Right Remote Workers with Metrodata Services 

You can avoid issues like those discussed above by hiring the right people for your organization – people who are reliable, hard-working, and trustworthy. Background screening is the best way to ensure you’re hiring someone who will fit with your company and deliver results, whether they work remotely or on-site.  

Metrodata Services is a full-service background and employment screening provider in Western New York. Our services help you avoid the risk of a bad hire and build a more dependable workforce. And with accreditation from the Professional Background Screening Association (PBSA), you can rest assured you’re getting the very best when you partner with us. Contact our team today to hire better remote workers.