Tag: telecommuters

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Operations Following Lifted Pandemic Restrictions

Here we are, in the new world of the telecommuting future thanks to the impetus of the pandemic. Operations following lifted pandemic restrictions will include telework, flexible work hours, working from home, home office, coworking spaces, and turning to jobs online, all a part of the new normal, a metamorphosis in the workforce of the post-pandemic world.

Fortunately, all the necessary technology is readily available for employers to adapt to telecommuting and remote working as we ready to return to the new normal and beyond.

If your business or organization is not already remote-work-savvy now is the time to ready for the new digitally enhanced workplace following in the footsteps of other businesses and organizations that vow to never return to archaic pre-pandemic methods of operating their businesses.

Everything You Need is Here

Some of the first places to look for digitally upgrading your teleworking environment would include software to communicate with and monitor staff, applications for scheduling projects and task management, training programs, and security solutions.

The Top 10 Attributes of Post-pandemic Operations

1. Structure

Organizational structure is important to layout as early as possible for establishing hierarchy and accountability among the digital workforces. The better your structure is formatted, the more secure your remote workers will be adapting to the work from home model. Though, not all your personnel will be working from home. Some staff may still be coming into work, even if only for a day or two per week, then teleworking the remainder of the time. You will have to figure out what works best for your organizational structure.

2. Empower Staff

By empowering your staff to take responsibility for their own tasks, you add the necessary and most impactful component of flexibility to your team. This also relieves you from the responsibility of monitoring each and every employee. Take your attention off of the minute details and focus on the while, allowing each employee to manage themselves.

3. Communicate

Keeping the line of communications open is very important, and especially allowing and encouraging staff to reach out if they are feeling overwhelmed by any piece of the task at hand. Team chat tools can allow team members to stay in contact and report ideas to problem-solve on the fly.

4. Performance Evaluation

Performance evaluation in the new normal is conducted on a large-scale, then at several levels below by reviewing strategic Key Performance Indicators (KPI) to measure the overall performance of the organization, each team, and for problem-solving, each employee. All efforts can be traced to ensure the success of the organization.

5. Motivation

You might choose to use virtual boards to keep employees motivated (though these only work if everyone is on board, using, and regularly updating them).

6. Culture

The biggest organization-wide tele-employee advantage with the most impact on your overall performance is to establish a positive work culture. Working remotely should be a celebration of all the best attributes of an organization and its employees culminating in a joyous performance.

7. Empathetic Correction

Of course, there will be slumps in individual and team performance which will need to be addressed along the way but do so in a compassionate and empathetic manner. No one should ever feel like they are being punished or threatened by, “It’s my way or the highway,” which is considered barbaric in the current workforce marketplace.

8. Trust and Support

Employees perform better when they are able to accept their own responsibility within the most flexible parameters, and when they feel supported and trusted.

9. Non-work-related Socials

Digital non-work-related social events can help to take the edge off of staff which is feeling the pressure of being on lockdown resulting from a pandemic and executive restrictions. So, feel free to be creative and support Zoom meetings that are just for fun. Maybe a staff talent contest, show off your work-crib competition, fashion review, pet show, cooking show, or host an online karaoke show. Anything to take the edge off potential cabin fever or blues from isolation.

10. Affinity

“All work and no play makes Jack a dull boy,” so apply the “non-work-related” label as often as possible when reaching out to and communicating with your employees. The creates affinity among your organization and will put you miles ahead in employee retention.

 

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Prepare for Post-pandemic Telecommuting

Assembling your post-pandemic work from home team, you can take steps to increase your team’s ability to succeed and shine by proactively taking steps that will enhance your connection and productivity.

Use Common Tools

Remote working is different from working in the office but you can help to create cohesiveness among your members by using common tools to tie them together.

For instance, you will need common communication tools, like WhatsApp, Messenger, or Google Chat.
You will need a common area to share files, such as Google Drive or Dropbox
Decide to agree to use a common video conferencing platform, like Zoom or Skype
Shareable whiteboard, something like Miro or Stormboard
Project management tools, like Trello or Asana
And something to accumulate poll data, like SurveyMonkey.

It is up to you, as the team leader, to set up an effective telecommuting environment that will ensure your team’s success. Focus on results and do not let your attention be sidetracked by obsessing about what your team members might be doing while they are reportedly on-the-clock. For all you know, they could be naked or getting drunk while off-camera. You must let go of worrying about what is happening while they are working from home and focus on the results. But do

Set Boundaries

It is reasonable to set boundaries and expectations. As the leader you can establish what you would like the work from home environment will look like. Make it clear what you expect, and the results that you expect from the remote working staff. Then, just assume that compliance is taking place unless you notice someone’s performance numbers declining, then you can address the situation and see if you and your team can help the faltering team member to increase their performance.

Do Not Spy on Your Employees

These days, we have all the tracking and surveillance software and hardware that we could ever need to monitor employees’ activities while on-the-clock. Just because we can, does not mean we should. Plus, making your employees feel like they are being spied on does not build employee confidence or a sense of loyalty, which reduces Human Resource expenses by increasing employee retention in the long run.

Get Regular Reports

Only you can know what type and frequency of reports would be appropriate for your remote staff. Try not to make it too complicated or drawn-out, and possibly allow for each team member to find their own style of reporting and use whatever is comfortable for them.

Create Your Remote Team Culture

Create online experiences that bring your team members together. Host competitions, virtual talent shows, celebrate birthdays and special occasions, just like you might in the office to build relationships among your team members. Be supportive, and fun. All work and no play makes Jack a dull boy.

Additional Support

Think about providing resources for your telecommuters, such as coaching and mental health services. Consider adding a Life Coach to your team who can help support and invigorate the lives of other team members and watch your performance numbers increase with each passing day.

When people are working from home for extended periods of time, it causes stress-related issues they would not otherwise be exposed to. A regular mental health check-in may be appropriate to help avoid complications or loss of performance due to any lurking mental health issues.

 

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Telecommuters Can Work from Anywhere

Telecommuters can work from anywhere and increasingly, they are leaving behind the confines or working at home to enjoy the flexibility that comes from being able to virtually work from any location with an Internet connection.

The next generation of workspace is based on total mobility. To be able to work in your vehicle at other remote locations, and while in transit between here and there. Our society and communities are tackling the issues associated with connectivity and communications. We know where our weak spots are in rural areas, and we are finding ways to bridge the technological gap.

We are adapting to cloud computing, secure online storage, and a variety of platforms that can do the heavy lifting of keeping us connected and secure from any location on our green Earth.

Better Use of Existing Technology

It is not enough to have a basic working knowledge of the new soft technologies that are supporting our higher connection and efficacy. It is important to have extensive knowledge of each tool, to understand its intricacies and all that it is capable of.

An organization could fall into the trap of having so many different tools to utilize for performing particular functions because answering the call of the quick fix,

“We need this, what program can help us do it now?”

When you should be asking the question,

“Is there any program or service that we are currently using that can help us do this?”

Too many tools will cost your organization productivity, which is an unnecessary cost to pay in the digital age.

Brainstorming Online

A problem that still exists for telecommuters who work from anywhere is live online masterminding or brainstorming sessions when separated by geography and time zones. The further the distance, the more inconvenient it might be to participate in live sessions.

By providing an organization and/or department-focused chat-client can help to preserve those precious moments which are the highly creative expression of a hallway drive-by or instantaneous chat at the water cooler, without losing time or having to call a special meeting to get a quick answer or idea.

Not as Good as Live

Even so, there exists a growing concern over live, organic employee interaction is declining, even with the best technological advancements, due to lack of telecommuters’ willingness to participate at the same level.

In a live office situation, employees are much more likely to reach out to others in passing, this spontaneous interaction is what appears to be lacking in the current wave of connectivity among coworkers, and it is not because we don’t have the technology. It appears that workers who are more likely to be supportive, proactive, and willing to express their concerns to other coworkers or ask for help are hesitant and even resistant to reaching out via the Internet.

Social engineers are aware of this social anomaly and they are looking for ways to bridge the gap between the Internet and face-to-face interactivity.

This seems to be the weakest link in the communication chain at this time in the work from home revolution.

 

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Looking After Telecommuters

Now that it is clear that telecommuting and working from home is the new business model going into the future, it behooves us to take responsibility for changes in the work environment and to address challenges rapidly as they become apparent.

For instance, remote workers do have a tendency to work longer hours (with or without compensation), they suffer from disconnectedness which leads to depression, and their face-to-face communication skills are dwindling as they get lost in isolation.

Employers who are using telecommuters need to take into consideration that this new workforce segment is in the process of developing special needs that need to be addressed before they become problematic, affecting work performance, and the organization’s bottom line.

And for those working from home, they need to be cognizant of their potential to develop these weaknesses and hopefully, be able to cut them off at the pass.

The emerging concern is that the mental health of telecommuters may be at risk.

Corporate or self-imposed teleworker evaluations must be made to ascertain any potential for being at risk in the work from home environment.

Are your employees adapting well and thriving as they are embracing all the benefits of remote work? Or are they experiencing increased stress levels from no longer working in the safety and security of the office environment they were once accustomed to?

Are they enjoying being able to flex their hours to accommodate personal needs, wants, and desires, and enjoying the freedom that comes from telework? Or are they feeling isolated from coworkers and the world, which may lead to dark psychological challenges?

Are your off-site workers upbeat and enthusiastic about their job performance and personal lives, or is their outlook on life, including professional and personal life, deteriorating?

Are your remote employees healthier since they have been telecommuting, or is their health on the decline since they have been working from home?

What does their diet look like when they are working at home? Are they sleeping soundly, or losing sleep? Do they have an exercise routine?

Do they feel enthusiastic and optimistic? Or are they spending more time focusing on fear of what the future may hold, or worrying more?

Employers, or the telecommuters themselves, must take a proactive approach to making sure that this world of turning a part of your living space into an effective workplace has an ultimately positive impact on one’s life in order to make this transition successful.

Some things you can do include:

Shake up your work at home routine for a better life

Decorate your home work-area to your heart’s content. Surround yourself with all the things that make you feel good.

Change your routine up. Take advantage of the flexibility of your work schedule. Take your breaks out of the house.

Get out and take a walk in nature.

Go to your favorite coffee shop and use their Internet to telecommute from occasionally.

Alternate between sitting and standing positions at your desk.

Make connections and communicate with coworkers that are not related to work.

Start an office pool competition, and whoever wins gets the pot or the prize.

Keep in mind that the worker is the backbone of telecommuting. If you are the teleworker, it just doesn’t work without you. Look after yourself, your wellbeing first, and all these other things will fall into place.