This year, 13% of employees are fully remote, and 28% work in hybrid arrangements. But here’s the real kicker—an incredible 98% of team members want the option to work remotely at least some of the time. Remote work is no longer just a perk; it’s becoming the new norm.
As remote work reshapes what employees expect from their employers, it’s also transforming how dispersed teams interact—and not always for the better. While remote work offers greater flexibility, autonomy, and work-life balance, it has also been linked to higher levels of stress, anxiety, and burnout.
But it doesn’t have to be that way. The challenges of remote work are real, but they can be overcome. With the right strategy, you can offer a remote work setup that meets your employees’ need for flexibility while also creating a positive and connected employee experience.
Why Employee Experience Matters in Remote Teams?
Imagine a workplace where employees are not just present but fully engaged, motivated, and eager to contribute. That’s the power of a positive employee experience, especially in remote teams.
Employee experience is about more than just keeping employees engaged and operating efficiently—it’s also about improving crucial metrics like retention and turnover. It’s about treating people well and creating environments where they feel safe, comfortable, and productive, even when they’re working from miles away.
When employees have a positive experience, they’re more likely to put in extra effort, produce higher-quality work, and stay with their companies longer. And what organization wouldn’t want that? The benefits are clear: better performance, stronger loyalty, and ultimately, a more successful business.
Picture: Connecting with global team
But here’s the challenge—today’s remote work revolution has given workers more options than ever before. Employees can work from anywhere, meaning companies now have to work harder to keep their best people. If organizations can’t provide top-notch remote work experience, they risk losing their top talent. And when talent walks out the door, productivity drops, and the bottom line takes a hit.
Investing in employee experience isn’t just a nice-to-have; it’s essential for staying competitive in a world where remote work is becoming the norm.
3 Key Components of a Positive Remote Employee Experience
Creating a thriving remote work environment isn’t just about tools—it’s about fostering a culture where employees feel connected, valued, and motivated. Enhancing the remote employee experience requires a strategic approach that combines effective communication, well-crafted policies, and a focus on people.
So, what does it take to truly elevate the remote work experience? Consider these five key components that can help you build an engaging and positive remote work environment.
Allow More Flexibility: Flexibility is the heart of remote work, but what does it truly mean in practice? It’s more than just working from home—it’s about giving employees the freedom to manage their time and work location in ways that best suit their lives.
“The pandemic made us realize how much we want flexible work, which means flexible geography as well as flexible time,” says Eric Lamson. Different organizations interpret flexibility in various ways. Some allow employees to set their own hours as long as they meet deadlines and attend essential meetings. Others offer the option to work remotely for a set number of weeks or months each year, from any location they choose.
Currently, 34% of employees and 40% of employers agree that flexible hours are the top benefit of remote work. This reflects a growing trend: as companies move away from rigid policies, they’re finding creative ways to offer flexibility that fits both business needs and employee lifestyles.
Consider flexible start and end times, where employees can choose when to begin and finish their workday, provided they complete their tasks. Or establish core hours—specific times when team members must be available for meetings and collaboration. Another option is seasonal arrangements, granting employees more freedom during certain times of the year, such as summer or the winter holidays.
Finally, offering an optional compressed workweek, like a four-day workweek, can also be an effective way to provide flexibility. If employees complete their required hours or tasks, they gain an extra day off to recharge—boosting morale and productivity in the process.
Focus More on Recognition & Praise: Imagine working hard from home, delivering great results, but never hearing a word of acknowledgment. For remote employees, this scenario is all too common—and it can quickly sap their motivation.
Recognition is crucial for all employees, but it’s especially vital for remote team members who may feel isolated. A simple, well-timed word of praise can make a big difference, boosting engagement, retention, and productivity. Gallup research shows that well-recognized employees are four times more likely to be engaged, five times less likely to leave, and 73% less likely to feel burned out.
Recognition doesn’t have to be elaborate. Whether through an internal messaging platform, a company newsletter, or tools like Leapsome’s Instant Feedback module, the key is meaningful and consistent praise.
When recognizing remote employees, ensure your feedback is:
- Personalized: Tailor your praise to specific actions or achievements, making it more impactful.
- Aligned with Company Values: Link recognition to your company’s values, reinforcing what they look like in action.
- Frequent: Offer praise regularly, at least once a month, to keep employees engaged and connected.
- Equitable: Ensure fairness in recognition, following the same process for everyone.
In the remote work setting, recognition is a strategic necessity. By focusing on consistent and meaningful praise, you can keep your remote team motivated, engaged, and aligned with your company’s goals, no matter where they are.
Support Mental Health & Well-Being: In remote work, productivity starts with well-being. Without proper support, even the most dedicated employees can struggle.
Supporting mental health is essential for a productive and engaged remote team. Offer resources like virtual counseling, wellness programs, and mental health workshops to help employees manage stress and maintain work-life balance.
Beyond resources, encourage regular breaks, promote a healthy work environment, and provide flexibility for personal needs. Simple actions, like allowing mental health days or promoting outdoor activities, can make a big impact.
Picture: Work life balance matters
Creating a supportive culture is crucial. Employees should feel comfortable discussing mental health without stigma. Leaders must model self-care and regularly check in with their teams to ensure support systems are effective and responsive.
A mentally healthy team is a productive one. By prioritizing mental well-being, you build a stronger, more resilient remote workforce.
Conclusion
As remote work becomes the new normal, employees are clinging to the autonomy it offers, but they’re also grappling with new challenges in communication and collaboration.
For organizations that truly prioritize their people, the solution isn’t to revert to old ways but to embrace a remote-first mindset. This means putting the experiences of remote and hybrid team members at the forefront, building strategies that cater to their unique needs.
However, enhancing productivity and preventing burnout isn’t a one-size-fits-all solution. It requires tailored strategies and tools for gathering data, planning initiatives, and measuring their effectiveness. By continually refining these efforts, organizations can ensure their remote teams not only survive but thrive in this new work landscape.
The future of work is here, and it’s remote. By prioritizing employee experience and well-being, your organization can build a resilient, engaged, and productive workforce that’s ready to meet the challenges and opportunities ahead.
