There is no denying the impact of the COVID-19 pandemic on the American workforce. This pandemic has clearly been a learning experience for everyone. Business leaders have been forced to innovate and adapt to circumstances we had scarcely imagined possible just a few short months ago. In fact, many large companies – including Facebook and Twitter – have let their employees know that they can expect to be working remotely for the foreseeable future. According to research by Global Workplace Analytics, 77 percent of the workforce say they want to continue to work from home, at least weekly, when the pandemic is over and it is estimated that 25 to 30 percent of the workforce will be working-from-home multiple days a week by the end of 2021.
The shift toward a more remote workforce requires more than a simple change of location, it necessitates the honing of soft skills – such as adaptability, time management, and ability to work well on teams – to continue to be productive and successful. Team members who are having difficulty meeting the challenges of working remotely do not just undermine the company’s prospects in these uncertain times, but also risk proving themselves obsolete and expendable. Instead of trying to identify who to let go, take this opportunity to upskill your team and emerge from this crisis better trained and more competent.
Adaptability
Over the past months, it may have become obvious that certain employees are coping better with remote work than others. While domestic circumstances certainly play a role, it is indicative of a crucial trait: the capacity to adjust to change.
Identify those who are struggling and speak to them to understand why. Oftentimes, untethering from a regular workplace can lead to a lack of structure and order that leaves some workers floundering. Personalities vary and you will have to identify the most effective method to combat this. Perhaps, online self-management courses are the answer. It could be that just regular video meetings will be enough. Either way, act quickly before it becomes a chronic or endemic issue.
Time Management
Time management is somewhat related to adaptability. Highly adaptable staff members will conform to make the best use of their time across varied circumstances. Monitor project progress and individual contributions closely to identify those who are struggling with managing their responsibilities from home.
The Pomodoro technique is a popular time management tool. It breaks up work sessions into half-hours blocks where 25 minutes of work are followed by 5 minutes of disengagement. Encourage the use of shared calendars where everyone is made aware of upcoming deadlines and their roles in achieving them.
Cooperation and Collaboration
Face-to-face work interactions are important for employee management. Even the physical layout of an office imbues the environment with a sense of order. With both these missing in remote work, effective communication is one of the first casualties.
Remote work requires an entirely different set of communication rules. Establish regular contact between team members and between team leaders. The absence of a physical meeting should not become the genesis of a problem that could be remedied with the right conversation between the right people.
Information percolates easily through an office simply by word of mouth and water cooler conversations. Imitate that digitally with virtual notice boards and group chats. Most platforms will show who has and who has not read a message. Remind those who haven’t to maintain contact and keep abreast of where the company is.
Please contact me today if you have any questions about managing and getting the best results from your remote employees.
