Remote Work is Here to Stay, Now What?
Remote working is here to stay, whether we like it or not. In order to excel with full-time or hybrid models of working remotely, companies will need to permanently adopt new processes for disseminating information, training, onboarding, communication, and other typical day-to-day activities. According to the research of Global Workplace Analytics, current work-from-home trends suggest that 77% of full-time workers in the United States are happier knowing they have the option to work from home (OWL Labs, 2020).
Work from Home Expectations
Remote work, for at least some of the week, is the preferred way to work moving forward.
In 2020 after COVID-19:
92% of people expect to work from home at least one-time per week.
80% of people expect to work from home at three-times per week.
(OWL Labs, 2020)
The Impact of Working from Home
When asked about the impact of being able to work remotely some of the time, respondents report:
80% would feel like their employer cares
74% would be less likely to leave their employer
71% would be more likely to recommend their company to a friend
59% would be more likely to choose one employer over another in their next job if they offered remote work
(OWL Labs, 2020)
3 areas to focus on that will help your company work remotely:
Clearly communicate and train on the processes that drive 80% of your business
Clarity is imperative if you are looking to run an efficient business. As businesses continue to evolve during these unprecedented times, your processes should be evolving with you to keep workers rowing in the same direction. Never assume that your employees understand and are properly implementing process changes. Odds are many were not correctly implementing your old processes prior to the changes. Remote work environments can lead to confusion, which results in an incorrect and inefficient approach to completing essential tasks. This is especially likely if employees were already a bit fuzzy on your expectations. Many employees struggle to ask for help in a face-to-face environment, and flat out will not do it in a remote environment. In managing remotely, we can miss the opportunities to see when someone is struggling until it’s too late.
Companies onboarding new remote or hybrid employees will need to be very clear on roles and responsibilities as well as how they will be expected to interact with other employees. The goal is to have all employees become self-sufficient as soon as possible. That cannot happen if processes are simply interpreted by current employees.
If your workforce processes are not documented, consider documenting them ASAP. If you do have documented process, consider a refresh. Having outdated processes is as bad as not having any.
“Streamlining business processes within your organization does more than just impact your bottom line. It supports your overall organizational health and empowers your team to do their best work—which helps your organization grow from the inside out.” (deBara, 2019)
Consider asynchronous vs synchronous work time
As many employees continue to balance other family members working or schooling from home, look at synchronous vs asynchronous work time. Are there policies or expectations for how this works in your company? Consider having employees available for meetings and collaboration during certain hours. It could be a one-hour to four-hour window or specific one-hour timeslots each day or some days. The rest can be asynchronous time for employees to schedule the work according to their specific needs and challenges. This can work in and out of the office to allow employees necessary focus time. During my previous workplace experience, I used to try to work from home at least one day a week in order to avoid the constant interruptions that distracted me from completing essential work that required my undivided attention.
According to efficiency and workflow consultant Edward G. Brown, needless interruptions cost a company 6.2 hours a day. That’s the equivalent of having one less worker. (Schulte, 2015)
Focus on outcomes rather than monitoring activities
If your M.O. is micromanaging tasks completed by your direct reports, I imagine having them work remotely is stressful. It is time to change tactics and focus on the outcome you want them to achieve, rather than monitoring activities. Because it is impossible to see every activity being completed by a remote worker, we must manage differently. Be clear about when you expect tasks or projects to be completed, set priorities, and determine if updates are necessary at specific milestones. If you are someone who completes projects early, do not expect that of others. Tell them what you want and hold them accountable to that expectation.
Less experienced workers may need more attention and help along the way. Discuss with each team member what that may look like.
“Most workers are turned off by micromanagers. The independent, creative, self-motivated employees are the first to go, and losing those star performers can be devastating to the organization’s success.” (Ronald E. Riggio, 2018)
Works Cited
deBara, D. (2019, May 21). Make your business process more efficient in 5 simple steps. Retrieved from Slack: https://slack.com/blog/transformation/business-process-management-steps
OWL Labs. (2020). Retrieved from State of Remote Word: https://www.owllabs.com/state-of-remote-work/2020
Ronald E. Riggio, P. D. (2018, August 9). Psychology Today. Retrieved from 5 Reasons Why Micromanagers Fail: https://www.psychologytoday.com/us/blog/cutting-edge-leadership/201808/5-reasons-why-micromanagers-fail
Schulte, B. (2015, June 1). Work interruptions can cost you 6 hours a day. An efficiency expert explains how to avoid them. Retrieved from Washington Post: https://www.washingtonpost.com/news/inspired-life/wp/2015/06/01/interruptions-at-work-can-cost-you-up-to-6-hours-a-day-heres-how-to-avoid-them/