{"id":31412,"date":"2021-01-21T14:20:55","date_gmt":"2021-01-21T19:20:55","guid":{"rendered":"https:\/\/centricconsulting.com\/?p=31412"},"modified":"2021-12-15T00:18:58","modified_gmt":"2021-12-15T05:18:58","slug":"how-to-permanently-adopt-remote-work-for-hourly-employees","status":"publish","type":"post","link":"https:\/\/centricconsulting.com\/blog\/how-to-permanently-adopt-remote-work-for-hourly-employees\/","title":{"rendered":"How to Permanently Adopt Remote Work for Hourly Employees"},"content":{"rendered":"

In this segment of “Office Optional with Larry English<\/a>,” he talks about how to prepare your hourly employees for remote work.<\/h2>\n
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As I talk with leaders of companies about permanently adopting remote work<\/a>, they often ask, “What do I need to do differently to manage remote hourly workers vs. salaried employees?”<\/p>\n

Some seem a little embarrassed by the question. Maybe they feel that just asking it suggests that they aren\u2019t sure they can trust remote workers like they trust salaried employees. Or, maybe they feel that managing hourly workers remotely is more difficult because of issues such as supervision or overtime auditing and compliance.<\/p>\n

After I assure them that their concerns are completely natural and OK, I quickly share the good news: While the approach may differ in some ways, hourly workers can be just as effective as salaried workers in a remote environment.<\/strong><\/p>\n

Long-Term Talent Cultivation: A Case Study From New Orleans<\/h2>\n

In fact, absolutely no research indicates that hourly workers are any less trustworthy or will perform at a lower level when working remotely. Most people want to do a good job. I\u2019ve worked with thousands of remote workers, and it\u2019s rare for someone to intentionally neglect their duties, whether they clock in or work the same hours every day.<\/p>\n

When preparing to have a remote, hourly workforce long-term, you need to think about how to unlock discretionary effort \u2014 inspiring employees to go above and beyond. To do this, you must provide them with adequate support, the necessary tools for the job, and recognition for their efforts. You must also actively connect employees with the broader company mission. When employees feel their work has meaning<\/a>, they put in more effort and feel more satisfied with their jobs, leading to greater productivity and retention.<\/strong><\/p>\n

Once you\u2019ve considered how you will establish trust and inspiration, here are the operational tactics that will help ensure long term success for hourly workers:<\/p>\n