With off-site workers now representing a greater percent of the U.S. workforce, there are greater challenges of building relationships between the organization and virtual workers who may feel disenfranchised due to geography or cultural barriers. Engaging remote employees must be a strategic part of a bigger virtual employee management
practice. Leaders need to actively work on integrating virtual employees into the organizational culture. How can this be done?

1. Keep your virtual employee informed! Periodically, let them be the “first to know.”
2. Use a variety of communication methods: phone calls, video, etc. Ask and use their preferred method of communication.
3. When contacting a remote employee, limit interruptions and distractions.
4. Have periodic face-to-face contact. It is worth the investment.
5. Confirm an employee’s importance by replying and providing feedback in timely way.
6. Understand the employees’ situation and what is happening at their site and that includes a person working from home.
7. Balance informality with structure, policies and guidelines. If the employee knows what is expected, they feel more secure.
8. Provide adequate support for the technology used. Technology is wonderful … when it works!
9. Consider an internal social networking approach to connect people via information sharing, photos, recognizing birthdays, etc.
10. Promote a sense of pride and recognition. Remind people of what your remote employee is doing and what they have accomplished. If you are ordering a
pizza for your local employees, you can send them a gift card for a pizza as well!