HRM key challenges and solutions in a remotely working world

Handling a team that works from home has never been easy. Especially for those in charge of human resource management (HRM), who must think about rules and ways of working, as well as personal issues and how the office feels and works. Here are some main problems HR faces with human resource management (HRM) and advice on how to deal with them.

What are the human resource management key challenges?

Working from home means fewer meetings in person and more flexibility in your schedule. People work from home, their managers are not present. While working remotely has many good points, it also has some difficulties:

Insufficient Direct Monitoring

Bosses might be concerned that workers won’t put in as much effort or work as quickly (even though studies show this isn’t usually the case). Workers, however, might find it difficult to get help and talk to their bosses as often. This can make people working from home feel like their bosses don’t understand what they need, and so they might not get the support they need to do their jobs. This issue needs to be on human resource management (HRM) teams’ radar—they should tackle it.

Solutions for human resource management managers to handle this: Set up regular daily or weekly meetings. Set clear goals with specific due dates, and use these meetings to talk about how things are going and any problems that might come up.

Unclear Goals

Even if employees knew what they were supposed to perform at the office, it doesn’t mean they’ll comprehend what’s required of them when working from home. They may need extra assistance and clear directions to comprehend how to achieve a goal, when to respond to communications, or when to attend online meetings. The human resource management (HRM) team should take a closer look and figure out how to address this concern.

Solutions for human resource management managers to handle this: Set expectations frequently, especially about important tasks, key dates, and work targets. Make sure there are clear written rules. It’s also wise to set limits and reasonable expectations for joining meetings and answering work emails and texts outside of normal hours.

Minimal task completion

Most people who work from home say they get more done, but some workers just aren’t suited for remote work. These employees might struggle without someone watching them in person. They might need extra help or new ways to keep track of their time and work to stay on schedule. Sometimes it appears that someone isn’t working much (which may not be the truth). For example, in mixed scenarios (where some employees are at the office and some are working from home), folks at the office may believe their remote coworkers are not working as hard because they cannot see them. The human resource management (HRM) department should get on top of this and see what they can do to sort it out.

Solutions for human resource management managers to handle this: Productivity in any work setting relies on having a clear plan and organization. Set up this organization by clearly outlining each person’s job and duties, establishing clear schedules, and making sure everyone knows what their colleagues are working on.

Communication challenges

In traditional office settings, it’s simple to keep everyone informed and share ideas, whether it’s before a meeting or during casual chats by the water cooler. However, in remote work setups, these casual, in-person interactions don’t happen naturally. All communication and interaction need to be planned and deliberate.

Solutions for human resource management managers to handle this: Always try to keep communication going often. Set aside specified periods during the day for quick conversations with remote workers, and let them see your schedule so they know when you’re available.

Lack of team cohesion

In today’s hybrid work environment, some managers may find themselves supervising groups of both on-site and remote personnel simultaneously. When managing both in-person and remote teams, it’s normal for one group to receive more benefits than the others.

Solutions for human resource management managers to handle this: Aim to be as fair as possible. For instance, if you offer meals during meetings for your in-person teams, think of a way to give that same benefit to your remote workers. Or if your remote workers can choose their work hours, find a way to offer that same flexibility to your in-person employees. Try to avoid unintentional unfairness — make sure remote workers receive the same treatment as those working in the office.

Feeling alone

It’s easy to overlook the importance of regular social contact until employees no longer have an office full of colleagues to interact with daily. Remote workers frequently report feelings of loneliness. Being separated from others can affect both mental and physical health, and can make people feel disconnected from their company. In severe cases, long-term social isolation can result in conditions like anxiety and depression, reduced work productivity, or a stronger wish to quit the job. The human resource management (HRM) division should look into this issue seriously.

Solutions for human resource management managers to handle this: Make friends with your team in any way possible. Arrange online meetings, start a fun group chat, or have a virtual coffee break together — anything that keeps things feeling normal. When you’re with them, listen carefully, and give them kind words and emotional help.

Making workers happy and involved

Everyone knows that happy, involved workers do better and harder work than unhappy, uninvolved ones. It can be tough to keep workers happy and involved, especially since each person has different needs from their boss. When your team works from home, it gets even harder. Remote work can lead to:

• Workers feeling far away from their bosses
• Bosses having a tough time noticing when their team members need help
• Bosses finding it hard to give the right amount of support
• Workers might not feel they’re getting enough help

This can make them less interested in their work. To fix this, have team meetings where everyone works together. On video calls, people often turn off their cameras and microphones to do other things. This doesn’t happen in person! Doing different tasks during a call makes you less focused and can make you feel left out. The human resource management (HRM) division needs to focus on this issue and find a way to handle it effectively.

Solutions for human resource management Managers to Handle This:

• Give everyone a task for the meeting so they have to join in
• Create online groups where employees can work together like they’re in the same room
• Have quick team video chats to replicate those casual conversations by the water cooler

Building trust

Trust is very important for remote companies. Employers might worry about getting work done on time, while employees might worry about getting paid correctly or balancing work and life. Not trusting each other can harm the job, the way people work together, and how employees get along.

Solutions for human resource management managers to handle this:

• Be clear about work hours: Many people who work from home want to work a set number of hours each day. Because they work in different places, some can’t work longer than those hours. Some might want extra pay for working more. Having clear rules about this and telling your workers ahead of time helps build trust.
• Share updates on projects: People who work from home might finish a job and think it’s done. But depending on the work, it might need to be checked and changed more than once. Tell your team if the job is being looked at, finished, needs more work, etc. Sharing this information helps reduce stress, makes the work clear, and helps people trust each other.
• Be honest about the work for freelancers: If you tell freelancers they will get many projects but don’t give them, it can confuse them. Even if you mean well, it can hurt their feelings. Being open about how much work there is helps everyone trust each other in a remote team.

Making a company culture

It’s hard for many companies to create and share their culture, even when everyone works together. If your team works from home, it’s even harder. Remote work makes it harder to have parties, talk face-to-face, or share thoughts over coffee. It can also make employees feel less like they belong to a group. The human resource management (HRM) department should step up and take this issue seriously to find a solution.

Solutions for human resource management managers to handle this:

• Organize yearly gatherings: Arrange meetings once a year where everyone can come together and socialize. This increases trust among team members when they meet in person.
• Have online parties and game nights: The way team members talk during work is different from how they do in casual settings. Setting up virtual events where employees can chat, play games, and become closer helps create a good culture.
• Give presents and rewards: Showing appreciation for team members who work together even from far away makes them feel better. You can send them gifts during holidays or special times and give awards to outstanding employees.

Final Thoughts

Handling teams that work both remotely and in the office might be different from managing regular teams, but the basic rules still work. Clear communication is key in human resource management (HRM), and with hybrid teams, it just happens mostly online. Make sure you check in with your team to find out what problems they have, fix any issues with how things work, and be a good leader by showing them how it’s done. If you want more helpful advice on managing, check out our other blog posts.