Trust and Verify!

Client: I have a remote employee, and I want to make sure they’re staying productive. But I don’t want to come across like I’m micromanaging or checking up on them constantly. How do I strike the right balance?

Consultant: Great question. The key is setting clear expectations, building trust, and focusing on results while making sure you follow wage and hour laws—especially if they’re non-exempt and need to track their time accurately.

Client: Right, but I don’t want to be clock-watching. How do I set expectations without making them feel like I don’t trust them?

Consultant: Start with transparency. Let them know it’s not about tracking their every move—it’s about ensuring accountability and legal compliance.

You could say:
“I trust you to manage your time well, and since this is a remote role, we need to make sure we’re following company policies on work hours. Let’s go over expectations so we’re both clear.”

For non-exempt employees, this includes tracking their actual work time and taking required breaks for the geographic location they are completing work.

Client: That’s helpful. What’s the best way to check in without micromanaging?

Consultant: Structure is your friend here. A weekly check-in for priorities, plus quick daily or midweek updates, keeps things on track without overdoing it.

Try this:
“Let’s do a quick 15-minute check-in every Monday to go over priorities. For non-exempt staff, I’ll also need you to submit your time [frequency] so we’re compliant. If you ever run into challenges, don’t wait—reach out.”

For non-exempt employees, you might also say:
“Because of labor laws, it’s important that you’re accurately tracking all hours worked, including breaks and overtime. Let’s make sure we have a simple system that works for you.”

This ensures compliance without making them feel like they’re under a microscope.

Client: What if I start noticing signs that they’re slacking—like slow response times or missed deadlines?

Consultant: That’s when you move from assumption to conversation. Check in before jumping to conclusions.

You could say:
“I’ve noticed some delays in responses and a few missed deadlines. I want to check in—are you running into any challenges that I can help with?”

If it’s a time-tracking issue for a non-exempt employee, reinforce the importance of accurately logging work hours:
“I also want to remind you that we need to ensure your hours are correctly reported. Let’s talk through how to keep everything on track.”

Client: What if they keep missing deadlines but always have an excuse?

Consultant: That’s when you shift from conversation to accountability. Be clear about expectations and consequences.

Try this:
“I understand that things come up, and consistent delays impact the team. Moving forward, I need to see improvement in meeting deadlines. Let’s outline a plan to make that happen.”

For a non-exempt employee, you could add:
“And just a reminder—if you need to work extra time to catch up, it must be approved in advance to comply with overtime policies.”

This sets a firm and fair boundary.

Client: How do I keep them engaged so they don’t feel isolated?

Consultant: Remote employees—especially non-exempt ones—can feel disconnected. Small efforts make a big difference.

Try:

-Regular team video calls (even if they’re short)
-Encouraging casual Slack/Teams conversations
-Recognizing wins publicly
-Checking in on them—not just their work

You could say:
“I want to make sure you feel connected to the team. Let’s find ways to keep communication strong so you always feel in the loop.”

For non-exempt staff, also remind them:
“We want you engaged, and we also need to follow labor laws. If you’re working outside your scheduled hours, we need to discuss why.”

Client: That’s really helpful. So the key is setting expectations, checking in without overdoing it, and making sure non-exempt employees track their hours correctly?

Consultant: Exactly! Focus on results, not minute-by-minute activity. And for non-exempt employees, clear guidelines on hours and breaks ensure compliance and accountability.

And, if you ever need help with compliance in various locations, we’re here for you.