I mentioned in a previous blog that remote work is going to be one of the major innovations of the new decade, and I meant it. Again, not all positions can be accomplished from home on flexible schedules, but the number of those that can are so abundant that major corporations and small companies alike are taking part in the growing trend.

Mind you, the decision to allow some or all of your staff to work remotely is not one to be taken lightly. Yes, it can boost both efficiency and morale when done properly, but when done poorly, it can result in major workflow issues. The tools and technology for remote work are already well established and tested, it’s all a matter of knowing how to correctly apply them. Indeed, the biggest problems when making the switch tend to result from those in leadership positions not knowing how to properly manage a remote team, which is why I’ve outlined the three biggest factors on the matter.

Establish Methods of Communication, then Stick to Them

As I said before, the tools and technology for remote work are already well established and tested. In fact, many of the standard communication and organization programs that offices currently utilize, such as Jira, Slack, and Trello, enable workers to perform their duties and share their work from anywhere in the world…so long as they have an internet connection, of course.

Granted, not all workers utilize these communication methods to their fullest potential, mainly because they don’t always need to. It’s very easy for workers in the same office to just turn to the desk next to them or walk across the hall if they want to speak to one another, which is obviously something you can’t do when working remotely. If your employees are going to work from home, then they need to follow guidelines on how and when they can communicate with one another, such as an agreed upon timeframe for when they are expected to respond to emails or a schedule of when it is and is not acceptable to video chat.

Have Clear Systems and Structures in Place

One of the major advantages of having your team operate in one office is that they work together to solve any issues that arise, leaning on and learning from one another by all being in the same place. If a system or structure isn’t operating as it should, the people on the scene can take the initiative and make the necessary adjustments to sort things out. While tools and technology do allow a great degree of connectivity for remote workers, it’s just not the same, so workflow issues can be more difficult to resolve.

As such, it’s imperative that an extensive yet easy to understand outline be laid out ahead of time, with your entire team thoroughly trained on how to utilize it. Supply all employees with documents and descriptions outlining chain of command, operating procedures, and directories of both where work should be uploaded as well as lists of contact information so everyone knows who they can turn to when they assistance. This won’t completely prevent issues from occurring, no system is perfect, but it will enable your team to know who to contact and how to proceed when something eventually does go wrong.

Track Progress, but Don’t Micromanage

The biggest concern most employers seem to have about letting their team work remote is productivity, they are concerned their employees will slack off if left to their own devices. This is an understandable, though largely unwarranted, concern, as remote employees have actually been shown to be more productive and have greater morale. After all, if you trusted these people and believe in the quality of their work enough to hire them in the first place, then allowing them to perform their duties from the comfort of their own chosen location will only improve their experience with your company. Most online tools already allow employers to view the progress of tasks and projects, plus scheduling progress reports and video chats to review performance will ensure that you and your employees are all being held accountable.

Instituting additional means to track progress may sound like a useful way to be sure that employees are working when you’re not around, but digitally spying on your workers is not only invasive, in some cases it can also be illegal. No one likes having their boss staring over their shoulder while they work, and you will need to clearly express any observation or tracking tools you use on them, so doing this will only create resentment and decrease morale amongst your staff. If you’re truly that suspicious of your team, then you have to work through your trust issues as a leader or acknowledge that you made poor hiring decisions. Either way, your managerial skills need to improve, so take steps to address that matter before you begin to consider letting your employees work remote.

Keep these factors in mind when making your decision, carefully weigh your options and have a plan in mind before coming to a conclusion. Remember: it’s your business, but you won’t be able to achieve your goals if your team isn’t able to perform to the best of their ability.