How to Change to a Remote Workforce Easily?

COVID-19 has affected various spheres of people’s lives including how they work. Today, more and more people are working remotely amid this global pandemic. Many organizations have implemented telework and remote work policies now. However, recent research conducted by the Society for Human Resource Management has found something interesting. Around 71 percent or three-fourths of employers have found it tough to adjust to remote work as a way of conducting their business.

Here are some top tips to change to or manage a remote workforce easily:

1. Define expectations from remote employees from the beginning

Some major steps an employer should take in the beginning are to provide proper guidelines and establishing boundaries. It is an appropriate way to make the remote employees comprehend what is expected out of them. It should be the duty of the employers to offer proper clarity on performance parameters, milestones, and priorities among others.

Make sure that each team member is aware of their working hours so that you can access them during this period. Also, it is the responsibility of every manager to keep their team members updated on various changes made in staffing and policies.

2. Employers or managers should look for distress symptoms if any in their employees

Managers can use strategies such as indirect observations and direct chats to get acquainted with the concerns and challenges of their team members. The manager should make it clear to his or her employees that they are supportive of them.

HR can guide the managers on how to initiate sensitive issues popping up amid the pandemic. These could include job security, prospects, effect on staffing, stress at the workplace, and alternative work models.

3. The leadership team should demonstrate greater flexibility and organizing skills

If an organization is working with multiple remote teams, it is important to allow flexible office hours so that there is the proper consistency. Not only that, but the organization should also use workflow and compliance solution to make sure that their policies are adopted properly.

While a solid plan is important, the managers should be flexible to adjust to changing strategies based on the requirement. It should not matter whether the employees work in the morning or afternoon shifts. The focus should be more on the work being of high quality and its timely completion.

4. Management should equip their employees well

The management needs to ensure that their staffs have all the necessary technology in their hands to achieve success. These technologies may not be restricted to a laptop and mobile phone. If you want your employees to participate in virtual meetings, for instance, do they have the required cameras?

It may be possible that the employer does not have high-tech collaborative tools and technology available. It is still possible for them to equip their staff adequately so that they can function well while working remotely. Do not make the mistake of assuming that your employees are comfortable with virtual communications on all occasions.

Accept the fact that all virtual communications are not the same. At the same time, these communications may not be perfect at all times. Also, remember that some employees may find virtual communications to be less effective and are uncomfortable with them. You need to coach these remote employees on how and when to escalate the less effective virtual communications.

5. Monitor and track the progress of your remote team members

Make sure that your remote employees are submitting a detailed work schedule including the tasks or jobs they will complete within a certain time frame. Doing so can make you less nervous and give the necessary structure to your remote teams. Additionally, it is important to trust the remote workforce. Simply because they are not in their cubicles does not mean they are not working.

6. Promote communication and dialogues

It is important for managers to keep in touch with their remote team members by constant and effective communication. Doing so will keep the employees updated about resources available, deadlines, expectations of managers, work schedules, and job-related challenges.