Long before we were telecommuting and working from home, we knew that different management styles greatly affected the throughput of an organization. Management that spent more effort to “connect” with their employees, had far higher performance levels overall, while less empathetic managers yielded lower production levels.
This has never been more evident than now, amidst the current remote working model, for the contrast is even more evident. Connected management models are thriving, while production numbers are diving for managers who do not exert effort to be more connected, especially during these unprecedented times.
It’s never too late to start connecting with your teleworkers, now is a way better time to initiate some connectedness than later.
What can you do to connect with your telecommuters working from home?
How Can Management Increase Connection with Telecommuters?
Management needs to find ways to increase interaction among the employees. One way is to check-in regularly, and instead of expecting reports on results, make a conscious effort to create opportunities by using videoconferencing to connect and ask staff how they are doing?
Not with respect to their numbers per se, but ask them how they are feeling? What challenges might they be having? And do not limit responses to directly work-related. Then brainstorm as a group possible solutions to the problems faced by different team members.
You will be surprised how a little outside-the-box intervention can increase efficacy. For instance, if one of your team members is having a hard time due to their refrigerator going out, and someone in the team has a spare fridge in the garage: problem solved. And productivity for that individual who was previously distracted by a personal challenge increases their output by 300%. (But try not to make it sound like seeing increased output as your only motivation. Instead, create affinity by assuring them that you care.)
And it all doesn’t have to be just about the work: Create an online talent show, where team members get to show off some of their lesser-known skills and abilities.
When times are tough, the best thing you can do is to reach out and increase your connection with your people. It is the kind of thing that money cannot buy and is far more valuable and creates greater employee retention in the long run.
When the leader initiates this kind of camaraderie and support in their organization, the workforce creates a new level of compassion within itself. Co-workers will be reaching out to each other and supporting each other which takes the burden off management to try to fill in all the gaps (which would be virtually impossible).
This is how the team culture is built and solidified. It doesn’t take long and the organization supports itself on all levels because team members are not just working for a common goal, they are supporting each other. This helps create a new level of organizational culture within the ranks.
And when one person or department struggles, the rest of the team rushes in to help for the sake of supporting someone who needs help for the success of the greater good.
What it comes down to is management, the leaders, and direct supervisors, being compassionate and supportive, being willing to get involved in the personal details of staff and help them recover quickly without sacrificing productivity.
Do not avoid the opportunity to ask your remote worker how they are doing and handling any potentially challenging situation.
Comparing the numbers between connected management and organization run without connection, the difference is staggering polar opposites.
And those who are increasing their employer/employee connection, are far more successful, even thriving, even amidst times of hardship.
Connectedness can mean the difference between survival or failure.
