If you’re an SME owner, here’s a question for you: Are you really giving your remote employees the recognition they deserve, or are you simply hoping their Wi-Fi will keep them happy? It’s nice that your team has the flexibility to work from home, but if you’re not offering them tangible perks, you’re likely missing out on some key opportunities to boost morale, engagement, and your bottom line.
Before you assume this is just for the big players, here’s the reality: your remote team deserves more than just the occasional “good job” in a Slack message. A study shows over half of remote workers feel undervalued by their employers, and about 68% of those workers say they’re unmotivated, which is a nice way of saying they’re probably scrolling through TikTok more than your monthly sales reports. So, how do you fix this? The good news is, it’s not that hard, but it does take some effort.
Give Them the Right Gear
If your remote worker has been with your company for more than six months, it’s time to step up. Provide them with laptops, quality headsets, and any other necessary tech. Think of it as an investment and not a cost. When employees have the right tools to do their jobs, productivity skyrockets. In fact, you might even notice fewer awkward Zoom meetings where everyone’s frantically muting themselves and searching for the “unmute” button.
But, don’t just hand over the tech and call it a day. Lock it down with IT configurations to prevent distractions ( like access to that social media platform). Set up security protocols so your office equipment doesn’t magically disappear if someone decides to exit. As for productivity, have a system in place for when that happens; in other words, when someone leaves the team, don’t just wave goodbye—wave their laptop back into your inventory. Easy laptop retrievals should be standard, and a clear note about final paycheck deductions for unreturned items helps avoid awkward follow-ups.
Internet Stipends
Remote workers need fast, reliable Wi-Fi. Give them a monthly internet stipend to help cover the cost of upgrading to the best plan in their area. Yes, it’s a small monthly expense, but it’s nothing compared to the cost of a frustrated, unproductive employee who can’t even load a spreadsheet without giving up and ordering pizza. Start by researching internet providers and pricing in their area. You don’t have to cover the entire bill—just help them out with a chunk of it. It’s a big win on both ends—they get better connectivity, and you get a team that actually shows up to meetings on time.
Monthly Health Allowance
Remote work can be lonely, isolating, and sometimes… kind of unhealthy. People don’t just need perks for their job; they need perks to take care of themselves, and that’s where a monthly health allowance comes in. Give them a set budget to spend on gym memberships, dental appointments, vitamins, whatever their heart desires to stay physically and mentally fit. But don’t just hand over the cash without any checks and balances. Ask for receipts and proof of wellness-related expenses. You want them to stay healthy, but not just because they can spend a year’s worth of chocolate bars as “health snacks.”
Give a Little, Get a Lot
Remote work may seem like a perk in itself, but that doesn’t mean it should come without real perks. Your team is juggling work and life from their homes, and they need more than just the freedom to work in their pajamas (as great as that is). Small, thoughtful perks like the right tech, a solid internet connection, and a health allowance can make all the difference in improving morale, engagement, and retention.
At the end of the day, it comes down to showing appreciation. And when employees feel valued, they’re far more likely to stick around and work hard. After all, if you’re asking them to give 110%, the least you can do is make sure they’re properly equipped to do it.
