How to treat remote workers so they don’t feel left out

As it turns out, people working from home are paying a price emotionally for all that autonomy and flexibility.

A recent Harvard Business Review study found that remote workers often feel disconnected and left out by their colleagues. They worry that coworkers talk behind their backs, ignore their input and lobby against them.

“Our research shows that a lack of close contact with people inhibits the formation of trust, connection and mutual purpose — three ingredients of a healthy social system,” the report’s authors wrote.

Translation: It’s hard to build trust and connect with people you’ve never met or seldom see face-to-face.

The result can wreak havoc on morale and productivity. And it can increase stress and lower job retention.

“It’s clear that managers need to do more to make remote employees feel like they are part of the team, even if these workers are only out of the office for a portion of the week,” observed Jack Skeen, a life and leadership coach based in Hunt Valley, Md.

Tops on the list is to check-in with remote workers often and consistently.

“Don’t leave your remote employees alone; make sure you are in touch with them often,” the study’s authors said.

They also suggest making personal contact by visiting employees at home, scheduling a mandatory in-office day periodically, or at a minimum, using video conferencing.

“We are visual creatures and we need that human connection, even if it is just for 20 minutes at the end of the week,” Mr. Skeen said.

He also recommends that managers give remote employees feedback in writing. “An end-of-week email that discusses and praises employees’ achievements is important,” he said.

If an employee has done something exemplary, “Nothing beats a thank-you card,” Mr. Skeen said.

Other best practices include being clear about expectations and being available, the study’s authors said.

“Our respondents said successful managers are available during remote employees’ working hours, no matter their time zone.

“Good managers go out of their way to form personal bonds with remote employees,” the authors said. “They use check-in time to ask about their personal life, families and hobbies.”

Effectively managing a far-flung workforce is becoming increasingly important.

According to a Gallup survey, 43 percent of Americans said they spent at least some time working remotely in 2016.