As I talk with leaders of companies about permanently adopting remote work, they often ask, “What do I need to do differently to manage remote hourly workers vs. salaried employees?”
Some seem a little embarrassed by the question. Maybe they feel that just asking it suggests that they aren’t sure they can trust remote workers like they trust salaried employees. Or, maybe they feel that managing hourly workers remotely is more difficult because of issues such as supervision or overtime auditing and compliance.
After I assure them that their concerns are completely natural and OK, I quickly share the good news: While the approach may differ in some ways, hourly workers can be just as effective as salaried workers in a remote environment.