Hello all,

As we venture forth into 2024, we’ve already began to see trends adjusting and new “normals” come into focus. Remote work flourished during the Covid-impacted 2020 year, but we truly saw it blossom with agencies across the nation in these last twelve months.

As we work with hundreds of agencies with remote employees, I wanted to share some of our best practices to keep in mind when transitioning with your own remote employees. As with most things, a good system and procedure can make all the difference.

Let’s get into it:

1. Establish Clear Communication Channels:

Set up reliable communication tools and platforms to allow seamless communication between remote team members. Using messaging apps like Teams and Telegram, video apps like Zoom and Meets, and project management tools like Zendesk will keep everyone connected.

Clearly define communication standards, including response times for emails and messages. Establish regular check-ins and team meetings to ensure that everyone stays informed and connected.

2. Define Expectations and Guidelines:

Clearly communicate expectations regarding work hours, availability, and productivity requirements. Establishing guidelines for remote work, such as the expectations for calls and quotes, daily reporting structures, and firm meeting schedules will allow your team to remain cohesive despite miles of separation.

Clearly outline performance expectations and KPIs. Provide detailed instructions and resources to help remote employees understand their roles, responsibilities, and resources available to them.

3. Encourage Regular Check-Ins:

Maintain the level of connection you want by encouraging regular one-on-one check-ins between managers/agents and remote team members. Use these meetings to discuss progress, address concerns, and provide feedback.

Facilitate team-building activities, both professional and social. Virtual coffee breaks, team-building exercises, and informal chat channels can contribute to a positive team culture.

4. Promote Accountability and Autonomy:

Nobody loves to micro-manage. Yet, remote employees make many feel as though they have no choice but to do just that. Empower your remote employees by promoting autonomy in their work. Clearly communicate goals and expectations, especially with scripting, but allow them to accomplish their goals in a style that you both are comfortable with.

Encourage self-management and accountability. Set measurable goals and milestones, and regularly review progress. Recognize and reward achievements to motivate remote employees and foster a sense of accomplishment.

Keep these tips in mind as you continue in your insurance journey this year. Remote work isn’t the future, it’s the present. With more and more of the available workforce opting to limit their availability, remember that there are many opportunities to dip your feet in the remote-pond before sacrificing all of your in-house preferences.

Good luck in 2024,

CWC