How do you navigate managing remote employees' workloads to prevent burnout and ensure work-life balance?

As a new reality of today's VUCA world, all the leaders should be ready to manage difficulties of remote working style. Training and Consulting could be two important components of the adaptation od the workers to this transforming world

As a team we discuss our workloads frequently through DMs or quick video chats. We have created a culture where it is ok to voice that we have too much on our plates. We also prioritize tasks together respecting how our delay in completing our responsibility might impact a colleagues ability to do their's well or on time. Communicate, communicate, communicate.

The induction of the employee who are working from Remote - first is HR duty wherein they have proper assessment of the candidate work environment - the echo system from where he/she is working/operating from. This would help in a better way to connect and be on the same page while delegation of work. The info captured by the HR should be shared to the lead/manger with whom he/she is suppose to work together that would give a personal touch- so this understanding becomes the fulcrum for delegation of work and its execution assigned to the employee. This would help the employee deliver and exceed the expectation. Flexibility to the employee with measured parameters of delivery and goal settings. I am sure the outcome would be promising .

É importante definir pequenos objetivos que façam parte da estratégia da equipe. A gestão por entrega é essencial para o sucesso do trabalho remoto.

It depend job to job If it os transaction processing the VSM Value Stream Mapping Helps If it task driven then skill matrix will works

Avoir confiance est important mais il faut avoir un regard, un controle de ce qui se fait, il faut etre sur aussi que le travail s"ffectue efficacement par les agents sur le terrain

Etre autonome de tes heures de travail est essentiel, le plus important est que les objectifs soient atteints. Cette autonomie peut conduire une grande satisfaction des agents car, ils travailleront au moment pour atteindre les objectifs

Elle est tres importante car elle premettra d'eviter le stress et l'anxieté et ameliore la productivité de l'employé, elle est importante pour la santé car ayant travailler pendant de longue période, il faut se reposer afin d'eviter l'épuisement professionnel

There isn't a tendency for 'working day' drift when working remotely, without the usual commuting time to frame your day. It's easy to end up working beyond your hours, during weekends and evenings, which isn't the best for work/life balance. Discipline on when you tackle work tasks and when you don't is crucial and good managers should encourage this with their direct reports

When you manage a remote team, you must be checking in regularly. Also, it should not be all work-related, but also socialize. In this way you obtain a broader picture of how your team member is doing, what factors influence their lives and how this impacts their everyday work activities.

You must communicate! That ist so important. A 5 minute daily and a weekly communication ist really helpful for both sites. The remote worker need all actual informations and data for their work and the daily business. Hear them! Trust them! Show them, that you are available and be there for them !

le dialogue permet de se comprendre, il aide aussi les employés à identifier des problemes et apporter des ajustements avant qu'il ne soit tard, il ne doit pas porter seulement sur l'atteinte des resultats mais aussi sur la facon dont les employés gerent vie professionnelles et personnelle

Effective resource allocation is crucial because it helps us prevent burnout, stay organized, and meet our deadlines without sacrificing our mental health.

A few things to add: 1. Ensure that everyone understands that 100% availability 24/7, even for something as simple as a message, isn’t expected. Numerous troubles arise when your employees don’t feel free to set aside mentally all the work-related incoming information when they have their rest, especially if the company works across several time zones (we have 13 hours of difference between the east most and the west most ones, and it’s messages and emails around the clock). 2. At least once or twice a year, find an occasion to bring a team together, because we still need that personal and physical contact to bring relationships to a higher level of trust. 3. Encourage sharing the emotions and schedule informal chats and virtual coffees.

Muito importante para uma equipe remota ter alta performance: - Criar ambiente de troca; - Incentivar a relação interpessoal; - Trocar conhecimento; - Equilibrar a agenda.

3 things to always consider with remote workers: trust, ability and reliability. If the employee has proven to have the ability and be reliable you can trust him to handle his own workload without micro managing.

Set work life balance KPI to individuals, monitor the achievement from time to time. Sit down with individuals to look at their target KPI achievement and plan for the near future.