Long Distance Partner, Long Distance Advocate

Remember the term "long distance"? Before cell phones and advanced technology, this term was used  when you connected over the phone  by dialing a 1 before the number. On the radio we had  the  "Long Distance Dedication" on Casey Kasem's American Top 40 every week.  Today, I want to bring back the "long distance" term to talk about our employees that are not in our office. These employees live in another state,  work from home,  or both. If you are lucky, you see them possibly once a year at a company event.  There is no difference between your employees down the hall and your employees across the U.S., however, how can you be an advocate for them if you don't see them everyday? How can you be a partner to managers and other leaders if they are not at your meeting table in your office?

Being a long distance partner and advocate is more than sending an email to your remote employees.  It is more than letting employees know your door it is open for their emails or phone calls. It is even  more than potentially visiting them at a location closest to their home (if that is even possible).  The best way, the only way, is to be inclusive. This means that every time you need to hear what the employees think, you reach out to them. Many times we are waiting for employees to contact us and we don't think of including those in other facilities in our discussions. Invite them to Skype in on a company accomplishment lunch or a brainstorming session on new wellness program options. This long distance relationship is about the RELATIONSHIP, not transactions.

Secondly, be the HR partner that is open and available.  Answering emails and returning phone calls as if the person were at your door. It is customary to follow up within 24 hours. Even if you are busy, email or call them to  acknowledge you received their message and you will be communicating with them very soon. They will know that you took the time to put this item on your To Do List. This matters and doesn't take any time at all.

Get your remote employees involved. If there is a employee engagement or "fun" committee that you organize, be sure that employees from outside the building are members of that team.  They have insights on those who are working from home or in another location. These folks will help you to help others and get everyone included.

Third, CALL your employees.  Sometimes in our digital age we figure that email or IM or text is good enough. Calling or Skyping creates a touch point that email does not. Calling the employee develops a conversation with intonation in voices and the sounds of laughter or concern.  We need the emotion in a phone call to know how the employee feels so that we know how to help.

Finally, I challenge you today to make your culture one where the employees outside your walls, feel like they are always at your door and you are ready to have them sit and chat a while. 



"Keep your feet on the ground and keep reaching for the stars"-Casey Kasem