How to Monitor Remote Employees
Posted: Tue Jan 21, 2025 9:25 am
Regardless of the field of activity and complexity of tasks, each remote employee must adhere to the process structure, and you must control this. Only with a well-established management system can you know how your subordinate solves the tasks set before him, how effective his work is, how the work on the project is progressing, etc.
If each employee has a clearly formulated task (with a description and deadline), then it will be quite difficult to do something wrong. You can create a visual work plan and organize the sequence of tasks using a scheduler or CRM system.
But it is important not to "go overboard" with the degree of control. Keep in mind that a remote employee consciously chooses this form of work, he wants to feel more or less free in his actions. Such employees are ready to provide the company with their abilities, offer original solutions, so excessive control can cause them negative emotions, discontent and push them to quit.
In many ways, it is the nature the benefit of using our student database of the tasks being solved that determines the level of control. Sometimes you can simply check the progress of the process and request statistics. It is easier if the employee works "for the result": use a deadline and check compliance with the established criteria. That is all the control.
Naturally, many managers are afraid that a remote employee is slacking off from work, taking a lot of rest, etc. But competent employees plan their work in such a way as to spend less time on it. So do not get hung up on HOW MUCH a person works. The main thing is HOW he does it (does he meet deadlines, is the quality up to par, etc.).
Dismissal of a remote employee
The dismissal of a remote employee is regulated by Chapter 49.1 of the Labor Code of the Russian Federation. The dismissal procedure is similar to that which an employee goes through during normal work: first of all, the remote employee must write a corresponding application in any form.
Remote employees_resignation letter
The structure of the application is standard:
In the upper right corner, the employee writes to whom the document is intended (name of the company and full name of the manager) and indicates his/her details (full name and position).
In the center is the "Statement".
The text must include the reason for dismissal (own desire or mutual consent of the parties).
Date and signature below.
To avoid any controversial issues, the application is certified by a notary, scanned in color and sent to the employer.
A remote employee must inform the manager of their intentions no later than 2-3 days before submitting the application and work for two weeks from the date of its submission (if necessary, and the employee is resigning without good reason).
In addition, the manager has the right to send the employee's work record book by mail only if there is an application from the employee indicating the delivery address.
It happens that the employer initiates the termination of the employment contract (this option must be provided for by the terms of the contract). Article 312.5 of the Labor Code states that such a dismissal will be legal if both parties signed the employment contract. This fact is taken into account in the event of disputes being resolved in court.
According to Article 57 of the Labor Code of the Russian Federation , a remote employee should not be infringed in his rights: he has the right to protection from arbitrary dismissal and compensation. A dismissed "remote worker" is entitled to severance pay in the amount of a month's salary (this will reduce the risk of litigation and maintain a loyal attitude towards the compan
If each employee has a clearly formulated task (with a description and deadline), then it will be quite difficult to do something wrong. You can create a visual work plan and organize the sequence of tasks using a scheduler or CRM system.
But it is important not to "go overboard" with the degree of control. Keep in mind that a remote employee consciously chooses this form of work, he wants to feel more or less free in his actions. Such employees are ready to provide the company with their abilities, offer original solutions, so excessive control can cause them negative emotions, discontent and push them to quit.
In many ways, it is the nature the benefit of using our student database of the tasks being solved that determines the level of control. Sometimes you can simply check the progress of the process and request statistics. It is easier if the employee works "for the result": use a deadline and check compliance with the established criteria. That is all the control.
Naturally, many managers are afraid that a remote employee is slacking off from work, taking a lot of rest, etc. But competent employees plan their work in such a way as to spend less time on it. So do not get hung up on HOW MUCH a person works. The main thing is HOW he does it (does he meet deadlines, is the quality up to par, etc.).
Dismissal of a remote employee
The dismissal of a remote employee is regulated by Chapter 49.1 of the Labor Code of the Russian Federation. The dismissal procedure is similar to that which an employee goes through during normal work: first of all, the remote employee must write a corresponding application in any form.
Remote employees_resignation letter
The structure of the application is standard:
In the upper right corner, the employee writes to whom the document is intended (name of the company and full name of the manager) and indicates his/her details (full name and position).
In the center is the "Statement".
The text must include the reason for dismissal (own desire or mutual consent of the parties).
Date and signature below.
To avoid any controversial issues, the application is certified by a notary, scanned in color and sent to the employer.
A remote employee must inform the manager of their intentions no later than 2-3 days before submitting the application and work for two weeks from the date of its submission (if necessary, and the employee is resigning without good reason).
In addition, the manager has the right to send the employee's work record book by mail only if there is an application from the employee indicating the delivery address.
It happens that the employer initiates the termination of the employment contract (this option must be provided for by the terms of the contract). Article 312.5 of the Labor Code states that such a dismissal will be legal if both parties signed the employment contract. This fact is taken into account in the event of disputes being resolved in court.
According to Article 57 of the Labor Code of the Russian Federation , a remote employee should not be infringed in his rights: he has the right to protection from arbitrary dismissal and compensation. A dismissed "remote worker" is entitled to severance pay in the amount of a month's salary (this will reduce the risk of litigation and maintain a loyal attitude towards the compan