How HR Managers Can Increase Offsite Employee Engagement


Times are slowly changing, and with the changing times, we have plenty of new recruitment trends coming up. According to a research conducted in the year 2017, there has been a considerable rise in the number of offsite employees in private companies. There are quite a few companies which provide the work from home option to employees for different reasons, while there are others which are forced to depute some employees at the client’s location.


It is most important for the “Human Resource Managers” to remain in touch with their offsite employees even more than the onsite ones. What happens is that, when an employee doesn’t work from the office, they don’t get to have face to face conversations with their team, in such cases the HR people need to interact with these employees on quite a regular basis, otherwise they might end up feeling that they are not important for the organisation and there are good chances that they’ll feel disconnected and unmotivated. It’s vital to let them know about the targets of the organisation and updating them about the accomplishments or targets achieved by the onsite teams, which are working from the office.

The Connecting Technology:

skypeHR managers should try to remain connected to the offsite employees as much as possible. Skype is the best way for professionals to remain connected. Whatever the reason be, off site employees must never ever get the feeling of not being important for the company. They should remain updated about their duties. HR professionals can make use of phones rather than emails, as a direct conversation is always the better way to stay in touch. Face to face interviews with the HR and meetings with the entire team should be conducted by the HR managers as frequently as possible.

The Secret to Building a Great Team:


HR Professionals must know how to organize team building exercises and team building games. These exercises should be organised at least once in six months. Offsite employees get a better insight into the workflow, roles and responsibilities with the help of such events. This increases the level of cooperation between the two groups of employees.

Skill Enhancement Programs:


HR professionals must organize skill enhancement training programs at the main office location, where the onsite employees report to work every day. Such training seminars conducted by experts help improve communication skills and decision-making abilities. These programs especially benefit the offsite employees, as it enables spot interaction and team bonding with the other employees as well. In the long run, these seminars help enhance the coordination process between onsite and offsite workers.

Proper Evaluation Techniques:


HR managers must develop suitable evaluation techniques for the employees working from home or from some other branch office. Most of the times HR managers face a lot of trouble in monitoring off site employees and end up misunderstanding them and their work, so they should devise a proper evaluation technique to judge these remote employees so that they don’t feel unreliable.

Deputing Onsite Mentors:


It’s always better for HR managers to appoint an onsite mentor for the remote-site employees. This ultimately helps the offsite employees connect with the company in a much better way. The mentors can help foster a mutual feeling of inclusiveness. Nominating mentors help the HR executive or manager recognize the problems encountered by offsite employees right at the very beginning and hence they can chop off these problems at the very root of it.

Constructing Transparencies:


An HR professional should first and foremost build trust through transparency. The remote employees must know what parameters are being used to reward and evaluate onsite employees. Honesty and transparency are most vital for building long-lasting bonds with offsite employees.

Try to make the employees working from home full-time come into the office periodically. Team building and rapport building can happen regardless of face time, but there’s no replacement for occasional person-to-person interaction. At times you might require seeking help from full-time working experts, who might not be able to work with you but you can always hire them to work for you from home or from some other location. This will greatly benefit your company/organisation.


Please enter your comment!
Please enter your name here