How to Create a Remote Workforce

Many businesses choose to hire remote employees in an effort to reduce overhead costs, including rent, equipment, and technology. Overall, a virtual workforce has been shown to benefit management as well as the bottom line. In addition to benefiting the employer, telecommuting is also valuable for the employee. Many people enjoy working from home for many reasons, from reduced transportation costs to the ability to manage their own hours.

However, hiring a remote workforce isn’t always what it seems. It can be challenging at times, which is why so many companies invest in remote desktop software. If you’re planning to create a remote workforce, follow these tips to ensure you get the most out of your employees.

Select employees you can trust. Not every employee can handle working from home; some people are more productive while at the office. Be selective, and choose employees you can trust to work from home. If you’re choosing employees you have already worked with, you can easily weed out the people who will not prosper in the home environment. If you’re hiring new employees, consider giving them a series of tests in order to find out whether they can truly prosper working away from the office. Once you’ve found your employees, make sure to create a trial period. Start with one or two days a week, and monitor their progress.

Purchase remote desktop software. There is no way around it; you will need a way to monitor employee productivity when they work outside of the office. Remote desktop reporting software will come in handy when you want to monitor user productivity, user session activity, and other vital information.

There are a wide range of software options on the market today, making it easy for you to find one that meets your needs and budget. Purchase software that is easy to use and comes with various reporting options. (To learn more about RDP log software, please visit >RDPSoft Company.)

Communicate your expectations. Will your remote employees have the option to create their own hours, or will they need to “clock-in” 9-5 just as they would at the office? Regardless of your rules, make sure that you clearly communicate what is expected of your remote employees.

In addition, it’s important to be honest about the type of monitoring software you will be using to track their progress. For example, if you’re using terminal server software to monitor their progress, you will need to be up front about using the software and let them know what type of information you’re gathering from their computers.

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