If you're a team is working from home, this is for you!

Ever since employees started working from home, certain analytics and reports have been created to give more data and insights regarding how it is for employees when working from home.

"The Impact of Behavioural Drives in a Remote Workplace," The Predictive Index examined the relationship between employee personality and remote work. The report provides helpful takeaways for remote team managers so they can better optimize their talent.

Here are five crucial findings:

1. People never thought WFH was possible

Thirty-three percent of employees indicated they'd never worked remotely before the pandemic. In addition, most people stated they feel less confident in their company's business strategy than they did prior to going remote.

These results may vary by industry, but the pandemic has hit companies indiscriminately, forcing all to adapt. No matter your comfort level with remote work, regular communication is critical to your success. Include standups and check-ins to help build trust and to build connections with your employees for the road ahead.

2. Some employees don't like remote meetings

According to the report, how well employees respond to remote meetings depends on how they're wired. So think twice, when conducting a remote meeting and the employees who will be involved in it.

Employees who are more introverts say they feel more heard since moving to remote meetings. These individuals prefer to think things out before talking. The in-person meetings may be intimidating and overwhelming to them, the safety of virtual meetings makes discussions more approachable and open.

By contrast, those who feel less heard in remote meetings tend to be more dominant. These individuals enjoy driving initiatives and influencing outcomes. It's fair to say these personalities love to "control the room," and that becomes a lot harder when the room is virtual.

This can be solved by adding some ground rules, to ensure dominant personalities feel heard. Decide who'll have the floor in remote meetings, in what order, and for how long. Of course, do so in a way that's fair and inclusive of all participants.

3. Confidence decreases in social personalities when remote

According to the report, social personalities feel the least sure of their actions since going remote. By contrast, those who feel the most confident tend to be introspective, patient, and methodical with their work. Dominant employees love influencing outcomes, those with high extroversion love influencing others.

To accommodate social personalities, check in more frequently. Ask them what they are working on and make them feel your on the same page as they are in.

4. Collaborations Issues

One of the biggest challenges of remote work is collaboration. When teams span different cities and time zones, it can be difficult to foster the same team cohesion you might have in an office.

The Predictive Index found those who struggle the most are analytical, task-oriented people who enjoy fast-paced work. 41 percent of analytical respondents said they're collaborating less since working remotely.

Encourage remote group collaboration, whether over Google Drive or another shared service, you ensure nothing slips through the cracks.

5. Majority of the employees want to WFH

Working remotely in a global pandemic is the most safest option. In fact, 77 percent of employees say they're content to work from home permanently, either full or part time.

When thinking about the long-term plans, keep the employee's personalities on top. You may not have predicted the shift to remote work, but by understanding your employees' remote preferences, you can ensure a more engaged and productive workforce.