Remote working is now part of the ‘in culture’. Forced to grapple with the how, many workplaces found a way to navigate through the pandemic – at least temporarily. With many businesses increasing capacity, or establishing a new normal, the ‘Do we stay remote?’ question is being considered. And if not fully remote, then adopting a hybrid model.
Unless industry or role type dictates, workplaces are going to have difficulty getting buy in from employees to return to the office full time. Which means the pressures workplaces have experienced with remote working through the pandemic, remain. The biggest challenge, finding ways to effectively manage employees.
- Establish a structure and set expectations
Lack of face-to-face supervision is one of the most common concerns expressed by managers and employees. Managers are concerned that employees won’t work as hard, while employees struggle with reduced communication and access to support.
Providing a structure or plan helps this challenge. It’s also an important tool for younger generations who may lack initiative or the ability to self-manage. This structure could start with daily check-ins with employees; a one-on-one call is one of the most successful ways of doing this. Or, planning out daily or weekly tasks, which is especially helpful for employees who need a more hands on approach.
- Consider communication needs and adjust
Communication styles vary amongst employees. Coupled with this, is the challenge of getting information. A lot of employees have found that when working remote, the time and effort involved in getting answers to questions or information, is more difficult than being in an office. Mitigating this can be done by understanding preferences (e.g., phone call vs email vs IM) and then ensuring employees have the appropriate platform.
- Adopt different communication methods
Since the pandemic, the use of video calls has skyrocketed. While video calls are great enablers of face-to-face conversations and collaboration, they have adverse effects. Studies have shown video calls can make employees feel isolated and “features” such as absence of visual cues, screen fatigue, and technology mishaps require the brain to work harder. Being mindful of the purpose (and overuse) of video calls, when alternative methods like email and IM services are available, is important.
- Provide opportunities for social interaction
While statistically younger gens struggle the most with loneliness and isolation, no employee is immune. When we consider the difference in personality types – especially those who perform at their best while around others – remote transitions prove even more of a challenge. An effective mitigation strategy is to find ways for employees to interact socially. For example, having team meetings to talk about non-work topics or setting up remote “offsites” that are fun and engaging, are a couple of simple ways to remove barriers.
- Offer encouragement and emotional support
The transition from office to working from home takes time. It’s important for managers to acknowledge stress, anxieties, and concerns of employees and provide emotional support. Where possible, workplaces should be investing in mental health, diversity and inclusion initiatives or connecting employees with support networks to ensure they are supported.
Whether remaining remote or adopting a hybrid model, work becomes more efficient when expectations are set for the way things are done. Having the right strategies in place will help ensure teams are supported and continue to perform.
