Glossaire

Glossaire des termes relatifs à la gestion des ressources humaines et aux avantages sociaux

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Manage Remote Employees

Managing remote employees has become a crucial skill for leaders. As more organizations shift to remote and hybrid work models, the need to effectively manage and engage remote team members across various locations and time zones has never been more essential.

What are remote working employees?

Remote working employees are individuals who perform their job duties from a location outside of the traditional office environment, often from their homes or other remote locations. This shift away from the conventional office space allows for greater flexibility in work hours and location, accommodating those who may work in different time zones or require a more adaptable schedule.

Écoutez, reconnaissez, récompensez et fidélisez vos employés grâce à notre logiciel d'engagement des employés.

What are the best tools to manage remote employees for time management?

To effectively manage remote employees, leveraging the right tools is essential. Here are some of the best tools for managing remote and hybrid teams:

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Slack: Slack is a communication platform that allows remote teams to stay connected through channels, direct messages, and video calls. It’s particularly useful for maintaining ongoing communication and collaboration among remote team members. ‍
Asana: Asana is a project management tool that helps managers assign tasks, set deadlines, and track the progress of projects. It’s an excellent tool for managing virtual teams and ensuring that everyone is on the same page regarding project timelines and deliverables. ‍
Zoom: Zoom is a video conferencing tool that facilitates virtual face-to-face meetings, making it easier for remote teams to collaborate and communicate. It’s particularly useful for team meetings, one-on-ones, and virtual team-building activities. ‍
Google Workspace: Google Workspace offers a suite of tools, including Gmail, Google Drive, and Google Calendar, that facilitate collaboration and productivity. These tools allow remote employees to work together on documents, schedule meetings, and share files seamlessly. ‍
Microsoft Teams: Similar to Slack, Microsoft Teams offers chat, video conferencing, and file-sharing capabilities. It integrates well with other Microsoft Office tools, making it a powerful tool for managing remote teams, especially in larger organizations

What are employee rewards, recognition & engagement tools to manage remote employees?

Employee rewards and recognition are crucial for keeping remote employees motivated and engaged. Here are some of the best tools for managing rewards, recognition, and engagement:

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‍Empuls: Empuls is a fun employee engagement platform. It enables your employees to recognize activities and reward one another based on the activity. It includes a section of vouchers from which the employees can redeem earned points and benefits. It is an all-in-one employee recognition, reward, and engagement platform.
‍Bonusly: Bonusly is a platform that allows employees to recognize and reward each other with small bonuses that can be redeemed for gift cards, donations, or other rewards. This tool helps maintain a positive work culture by encouraging regular peer-to-peer recognition. ‍
Kazoo: Kazoo combines employee recognition, rewards, and performance management into one platform. It allows managers to acknowledge achievements, set goals, and provide feedback, all while keeping remote employees engaged and motivated. ‍
BambooHR: BambooHR offers an employee recognition feature that allows managers and team members to recognize each other's contributions. It also includes tools for managing employee data, performance reviews, and engagement surveys, making it a comprehensive human resources tool for managing remote employees.
‍WorkTango: WorkTango focuses on employee engagement, providing tools for pulse surveys, feedback, and recognition. It helps organizations keep a pulse on employee morale and engagement levels, which is especially important in remote work environments. ‍
TINYpulse: TINYpulse is an engagement platform that provides tools for employee feedback, recognition, and surveys. It helps managers understand the needs and concerns of their remote employees, allowing them to take proactive steps to improve engagement and satisfaction.

What are the best practices to embrace remote work?

Embracing remote work requires a thoughtful approach that combines the right management practices, tools, and cultural adjustments to ensure that both remote employees and the organization thrive. Here are some key strategies to embrace remote work effectively:

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Cultivate a remote-first mindset: Adopting a remote-first mindset means designing processes, communication, and workflows that prioritize remote employees. This approach ensures that remote team members are fully integrated into the company’s culture and operations. ‍
Utilize the right tools for communication and collaboration: Effective communication is crucial for managing remote teams. Tools like Slack, Zoom, and Microsoft Teams help bridge the gap between remote team members and ensure that virtual work runs smoothly. These tools support real-time communication, file sharing, and face-to-face virtual meetings, which are essential for maintaining strong team connections across different time zones. ‍
Promote flexibility and autonomy: Embracing remote work involves trusting employees to manage their work hours and deliver results without micromanagement. This flexibility allows remote employees to balance their work life with personal responsibilities, fostering a sense of autonomy and job satisfaction. It’s important to establish clear goals and expectations while giving employees the freedom to determine how they meet those objectives. ‍
Foster social interaction and team building: One of the challenges of remote work is maintaining social interaction and team cohesion. Managers should create opportunities for virtual social events, team-building activities, and casual check-ins that help build relationships among team members. ‍
Adapt management styles to remote work: Effective management of remote and hybrid teams requires an adaptation of traditional management styles. Managers should focus on results rather than physical presence, and be sensitive to the different challenges that remote employees face. This includes understanding the impact of working in different time zones, addressing potential feelings of isolation, and providing the necessary support to ensure that remote employees don’t feel disconnected from the team. ‍
Encourage continuous learning and development: Providing opportunities for professional growth is crucial in a remote work environment. Encouraging remote employees to engage in online training, attend virtual conferences, or participate in webinars not only enhances their skills but also keeps them engaged and motivated. It’s also important to provide feedback and recognition regularly, as these are key components of employee engagement and satisfaction. ‍
Ensure work-life balance: Remote work can blur the lines between personal and professional life, leading to burnout if not managed properly. Employers should encourage their remote team members to set boundaries, take breaks, and disconnect after work hours. Promoting a healthy work-life balance is essential for long-term productivity and well-being, and it ensures that remote employees don’t feel overwhelmed by their work responsibilities

How to manage remote working teams?

Time management is a critical aspect of remote work, especially when employees work in different time zones. The following tools are among the best for managing remote employees’ time effectively:

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Toggl: Toggl is a time tracking tool that allows remote team members to log their work hours, making it easier for managers to monitor productivity and ensure that employees are not overworked. It also helps employees stay on track with their tasks, promoting a balanced work-life. ‍
Clockify: Clockify is another popular time tracking tool that enables teams to track their work hours, manage timesheets, and report on productivity. This tool is particularly useful for ensuring that employees don’t exceed their work hours and that they maintain a healthy work-life balance. ‍
Time Doctor: Time Doctor is designed for remote teams, offering features like time tracking, activity monitoring, and project management. It helps managers oversee their remote employees’ work hours and productivity, making it easier to manage teams that are dispersed across different time zones.

Enquêtes sur le pouls des employés :

Il s'agit d'enquêtes courtes qui peuvent être envoyées fréquemment pour vérifier rapidement ce que vos employés pensent d'un sujet. L'enquête comprend moins de questions (pas plus de 10) afin d'obtenir rapidement des informations. Elles peuvent être administrées à intervalles réguliers (mensuels/hebdomadaires/trimestriels).

Rencontres individuelles :

Organiser périodiquement des réunions d'une heure pour discuter de manière informelle avec chaque membre de l'équipe est un excellent moyen de se faire une idée précise de ce qui se passe avec eux. Comme il s'agit d'une conversation sûre et privée, elle vous permet d'obtenir de meilleurs détails sur un problème.

eNPS :

L'eNPS (employee Net Promoter score) est l'un des moyens les plus simples et les plus efficaces d'évaluer l'opinion de vos employés sur votre entreprise. Il comprend une question intrigante qui permet d'évaluer la loyauté. Voici un exemple de questions posées dans le cadre de l'eNPS Quelle est la probabilité que vous recommandiez notre entreprise à d'autres personnes ? Les employés répondent à l'enquête eNPS sur une échelle de 1 à 10, où 10 signifie qu'ils sont "très susceptibles" de recommander l'entreprise et 1 signifie qu'ils sont "très peu susceptibles" de la recommander.

Sur la base des réponses, les salariés peuvent être classés dans trois catégories différentes :

Promoteurs
Employés qui ont répondu positivement ou qui sont d'accord.
Détracteurs
Employés qui ont réagi négativement ou qui ont exprimé leur désaccord.
Passives
Les employés qui sont restés neutres dans leurs réponses.

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Plateforme d'engagement et de reconnaissance à la pointe de l'industrie

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