While the remote working culture is finding greater acceptance worldwide, the problem of bridging the distance and communication gap between the company and the work from home employees persists.

The remote workers frequently complain about longing for connectivity and importance with their companies, and they also report that the companies do not value their feedbacks.

Being unhappy, the remote employees distance themselves from their companies and begin refraining from putting up suggestions and improvements regarding the proceeding of a project.

To solve the issue of bridging the gap between the distance workforce and the company, here are 4 valuable tips for the companies that will improve the relationship with remote workers.

1. Call Regular Meetings

Regular meetings over video conferencing have two main motives. Along with giving a quick recapitulation to all team members including the remote workforce about the current state of a project, the regular meetings make the remote team feel bound and engaged to the entire team.

This should be understood that text and email conversations do not always efficiently convey emotions. The face times are the only way out in bridging the communication gaps with the remote workforce. The companies should establish weekly or biweekly meetings positively. The meetings also make it possible for the entire workforce to exchange ideas and freely discuss strategies and improvements. Regular meetings ensure improved strategy to be implemented at every stage of the projects.

2. Value their Feedbacks

Unlike the non-remote workers, the remote ones might not get a fair chance to speak up openly and submit valuable improvisations and highlight microscopic loopholes in the project processes. Allowing the remote workforce to submit their feedback and suggestions will help them feel more involved in the company processes, and realize that they are important to the organisation.

Also, the entire workforce is a big ocean of talented brains. At times, it might be observed that the remote workforce provided better improvisation suggestions and proved out to be better than even the non-remote employees.

3. Praise them

Praises, like sunlight, is necessary for growth.

Praising the employees has a direct positive impact on their productivity and inclination to excel in the tasks they are assigned. The same applies to the non-remote employees too. They require some more acknowledgments as they are prone to feeling not connected to the remaining workforce.

The businesses are always advised to constantly praise the good work of the remote employees so that they can work with greater enthusiasm, for their works will find recognition from the company in the future.

4. Know them in Person

The companies should make positive initiations towards strengthening their knowledge of the personality traits of a remote employee. There are sure to find many hidden qualities in the personality of a remote employee, which can be utilized in the interest of the company.

Though as employers, getting deep into private lives is not much welcomed. But the knowledge of the complete personality and behavior of the employees, and communicating to them strengthens the bond between the employer and the remote employees, which may find benefits for the entire company when the qualities of leadership, teamwork, and effective communications are required for the success of a company project.