According to Time magazine, the coronavirus pandemic has created “the world’s largest work-from-home experiment.”
Every industry and all employers who may have been slower to adopt remote working roles in their organization were simultaneously forced to shift most if not all operations to the telecommuting space. During the public health emergency, as stay-at-home orders were extended so too were the requirements for many people to continue working in this new remote environment with many organizations already announcing they will maintain remote work after the crisis. During this period of great change not only in the working environment but in the every-day American’s way of life, employers are now evaluating their remote-working capabilities and exploring long term strategy that includes the integration of additional technologies and employment scenarios.
Communication and Productivity-
As your employees move to remote work, an important first step is to establish expectations of communication and productivity with the employee. Because you cannot be physically present with your remote workers, increasing your methods of communication is integral to the success of the employment arrangement. Creating structured communication periods not only builds on your working relationship but offers employees the support and access they need to you as their leader. This type of consistent communication helps to keep the employee engaged and motivated in an environment that makes it all too easy to become isolated or distracted.
During controlled circumstances, before moving an employee to a remote working arrangement, be sure to identify how you will monitor the employee’s production. For those employees that have task-like work, this may be easier than for employees who conduct research for example. What are the key performance indicators that you will utilize to properly manage the remote employee that offers you what is needed to evaluate their productivity? Review how you are monitoring like employees in the office to determine if those same metrics can be used to monitor remote productivity or if any of these methods need to be altered. Be sure to take into account the number of in-person check-ins that you have with employees in the office and appropriately translate that into virtual check-ins with remote staff. Collaborate with the employee to ensure that you are fulfilling your role as leader while also supporting the unique and perhaps different needs of the remote employee.
Now more than ever, the use of technology to support remote work is paramount. Written communications such as emails or text messages are simply not enough to properly engage a remote employee. Scheduled check-in phone calls apply structure to the workers day and allow for specified collaborative time. Video conferencing is significant to the remote work environment because it not only creates a more personal experience, but it also affords workers many visual queues that are necessary to properly gage the tone and intent of a conversation which could otherwise be missed and result in miscommunication and dissatisfaction between staff and others. With many video conference platforms available like Zoom, Microsoft Teams, etc., employers can find a tool that best fits the needs of their organization. Before using any of these tools, you should consult with your organization’s IT security professional to ensure there is an appropriate level of data security to meet your needs.
Perhaps less common are the discussions about employees physical and mental well-being when working … Read the full article at Becker’s ASC Review
This post was published June 18, 2020.