Adjusting to a remote workplace is challenging for leaders and employees alike. While close to 25% of the American labor force works from home at least part of the time, according to the U.S. Bureau of Labor Statistics, we’ve never been so separated from each other before.
From productivity concerns to family demands, there is no shortage of things to worry about during this time. Even if you love working in a home office, there are still going to be days where you feel isolated or unfocused with all the distractions of balancing work and family.
I think it is important to recognize and acknowledge those feelings, no matter what your position in the company. Hopefully, your business has outlined support options for staff, like virtual mental health counselling, video yoga or meditation sessions and more flexible hours. I also share some ways to better manage employee safety, productivity, and engagement in this blog.
In this article, we will look at some strategies around managing your remote workforce now and beyond this pandemic.
Managing Remote Employees Right Now
Right now, it is essential to let your people work from home as much as possible. Working remotely is one of the best ways to avoid spreading the coronavirus.
Whether you have got five people reporting to you or 500, you can make this transition smoother in a couple of important ways. To support your employees (and improve your leadership skills!), you must:
Provide them with the right tools.
In today’s agile organizations, many employees already use online tools like Zoom, Slack, Monday and G Suite. Teams need to be able to communicate and collaborate in real time throughout the day.
It is important to understand that your workforce may have varying levels of comfort in adopting new tech tools. While there has been significant growth in tech adoption among Gen Xers (born between 1965 and 1980) and baby boomers (born between 1946 and 1964) in the past few decades, they trail behind millennials (born after 1980) and Gen Z’ers (born 1997 to 2012) on most measures of technology adoption.
That is why offering all your employees training opportunities is critical to your organization’s success. There are multiple tutorials and tips online, and several large companies like Microsoft and Box have posted online resources to help virtual workers navigate a myriad of tools.
If you have someone in your organization who is a whiz at using technology, ask them to lead virtual training events where they can teach their peers how to use the tools.
It is also a great time to invest in your team with online learning courses. Maybe your industry or organization requires courses such as Sexual Harassment & Discrimination or the DOT Drug and Alcohol Awareness training.
Or if you want to freshen up your management skills and gain new tools in your leadership toolbox, there are cost-effective and efficient ways to do that too.
I provide over 275 online learning courses in management, workplace safety, customer service and personal development. All courses are trackable and employees receive a certificate after passing a quiz on the subject matter.
As the business leader, you can select different training for each of your employees based on what they need most right now. And you will receive monthly progress and completion reports so you will always know what is going on and you can hold your employees accountable.
Or, maybe you want to give your employees the chance to get a new certification or skill during this time, especially if some of your staff is not as busy as they were pre-coronavirus.
Encourage social interactions.
Many people are feeling isolated and lonely right now. In fact, a recent global report on working from home during the pandemic found that remote employees of all ages find loneliness one of the biggest pain points, along with distractions and a lack of access to the devices available at the office.
Here are some ways I have heard that organizations are staying social:
- Starting a closed Facebook group for virtual employees. This gives them a community where they can connect and get information about your business and coronavirus crisis management plans. Not only does this encourage people to share their feelings and ask/offer help, but it also keeps rumors to a minimum and strengthens the bond between dispersed teams.
- Having an after-hours weekly or bi-weekly “party” via Zoom or another video conferencing tool, where everyone can enjoy a beverage of their choice while having some fun conversation. This is a great way to help them focus on what is going well during this time and sharing their coping ideas and encouraging each other.
- Daily check-ins: both work-related and ones that do not involve “work talk.” Employees can share a virtual coffee or lunch and chat about anything they want.
- Creating a “watercooler” chat channel where people can share funny photos and videos, jokes and light-hearted stuff.
Do not underestimate the effect that virtual social events can have on your team’s productivity, engagement and mental well-being.
Managing Employees Beyond COVID-19
I think there will be several lessons in managing a remote workforce during COVID-19. One is that as a leader you will be challenged to step up and improve your leadership skills, as managing a team virtually is very different than managing one in-office.
Your workforce is looking to you for guidance, support and direction, so are you giving that to them?
While I don’t think that we’ll see a 100% virtual workforce once the coronavirus is over (people will still want a physical connection, video conferencing can actually be more draining than an in-person meeting, to name a few), And realistically, some jobs have to be done at the workplace, especially in manufacturing and some service-based businesses. That being said, I do think there will be some changes.
Leaders are realizing that their team can be productive and engaged no matter where they are. I predict a more robust virtual workforce, with fewer employees commuting each day into huge commercial offices.
This “trial by fire” COVID-19 has given us has shown many companies that it is more important to measure objectives, not hours. Now could be the ideal time to improve your leadership skills to boost your communication and confidence—and to inspire your staff.
And for the balance of 2020, adjust your performance goals so that they realistically represent what is possible. Whatever goals you may have set coming into 2020, revisit them and change them if you need to. You want your employees to be successful.
Contact me for a free consultation to learn more.
Business Leadership, Team Management