A remote workforce is a group of employees within an organization who primarily work off-site from a location other than a traditional office. While there’s no consensus on a minimum number, the term “remote workforce” usually indicates that there are several or more employees who usually work from a remote location. In some companies, all employees work remotely, an approach sometimes referred to as “remote only.” Others allow most employees to primarily work from another location, but still may have a few people who are regularly required to perform their jobs from a centralized office. This approach is known as “remote-first.”

Remote workforce management is the practice of effectively leading and managing remote employees. This typically comprises a mix of communication, processes and technology specifically designed for leading a productive remote workforce. Companies that are more fully invested in successful remote workforce management also often offer substantive training around relevant remote work topics, both for managers and employees.

Done right, remote work can be highly productive. Here are some tips and best practices for effectively managing a remote workforce:

• Establish clear guidelines and expectations: While you should avoid micromanaging your employees, you also don’t want to leave them guessing at your expectations in terms of work schedules, goals, performance tracking and other important aspects of their job.
• Set up regular check-ins: Create both one-on-one and team opportunities to check in with you on a regular basis to share updates, questions and concerns. These could be daily or less frequent depending on team culture and needs.
• Don’t just talk—listen: Make sure your communications is multi-directional, meaning you’re not just handing down updates or mandates, but truly listening to your team members. Invite feedback on all aspects of the remote work experience. Check in with them periodically about how they’re doing in general, not just for project updates.
• Invest in technology: Taking shortcuts with the digital tools and infrastructure your remote teams need to do their jobs will inevitably cause problems. Give remote workers dynamic, easy-to-use tools for meeting, sharing information and all other aspects of their daily routines. Also make sure that these technologies are well-designed not just for the web but also mobile experiences.
• Celebrate achievements: Be sure to recognize good results; it can be a common mistake to forget the importance of celebrating individual and team achievements when people aren’t working side-by-side in the same location.
• Make time for social interaction: Even a remote workforce can get together outside of work. Virtual game nights or happy hours, for example, are relatively easy to put together on the same platforms you use for business.
• Trust people: Remote workforce management depends on trust: When people are worried that their managers are doubting their remote engagement or otherwise looking over their shoulders virtually, their performance will suffer. Focus more on results than on “desk time.”