Moving forward, there will be pressure for organizations to implement remote work not just as an employee perk but as an operational necessity. This is undoubtedly a disruption for many companies, but it does not have to be disruptive, writes Alan Tyson, the CEO of DATABASICS.
The coronavirus has unleashed an unprecedented work-from-home experiment, with nearly two-thirds of Americans workingOpens a new window remotely during the pandemic.
As the implications of the COVID-19 pandemic continue to play out, it’s increasingly clear that many employees will be asked to work remotely at various times throughout the next year. Even when restrictions are lifted, many workers want to work from home. According to GallupOpens a new window , 59% of employees want to work remotely as much as possible after the pandemic.
Google and Facebook, two tech companies known for their sprawling offices and in-person meeting culture, have already announced that their remote work setup will last throughout 2020. Twitter took things a step furtherOpens a new window , announcing that employees will be able to work remotely indefinitely. If big tech has left the building, it’s clear that organizations in every other sector will soon follow suit.
Moving forward, there will be pressure for organizations to implement remote workOpens a new window not just as an employee perk but as an operational necessity. This is undoubtedly a disruption for many companies, but it doesn’t have to be disruptive.
Learn More: 4 Tips to Onboard Workers Remotely Amid Coronavirus (COVID-19)
Transitioning to Remote Work in 5 Critical Steps
To maintain employee morale and operational continuity, companies must manage this transition effectively. Here are the steps to get you started.
1. Be intentional about your policies and processes
Before rolling out a comprehensive work-from-home policy, stop and consider the scope and sequence of the initiative. Creating a coherent, sustainable work-from-home policy can be complicated and, when implemented incorrectly, can cost credibility and confidence when it’s needed most.
To avoid as many missteps as possible, create a Workforce Advisory Committee (WAC) tasked with:
- Developing different scenarios that account for various internal and external circumstances that will affect employees.
- Deciding on a policy evaluation system that can guide priorities related to remote work.
- Testing real-world examples and proposed decision criteria to craft coherent policies that can be easily communicated to employees.
2. Account for and accommodate people’s real-life circumstances
Endless think-pieces are debating the efficacy and efficiency of remote work. While some contend that employees are happier and more productive when working from home, others see it as a path to reduced output.
Regardless of where you stand, remote work in the time of COVID-19Opens a new window , even once the pandemic subsides, is going to require a wholesale adjustment to our perceptions of productivity. Many employees are caring for kids or other family members while balancing a litany of other responsibilities that were significantly less disruptive pre-pandemic.
Therefore, employers need to understand that employees are going to need more flexibility than ever before, as the typical 9–5 may not be a reality for many people. Instead, be flexible about the ways and times people work, and provide them with the tools needed to account for their time and contributions.
Learn More: 5 Must-Have Remote Work Tools to Use After COVID-19: Experts EditionOpens a new window
3. Understand the risks of remote work
While working from home, many employees are logging more hours than ever before. In the U.S., it’s estimated that employees have increased their workday by three hoursOpens a new window , a 40% jump since the start of the pandemic.
Often, remote work exacerbates the already-problematic “always-on†trend that defines many people. Long hours, constant accessibility, weak differentiators between home and work threaten employee morale, productivity, and longevity. Already, more than a third of all workers feel burned out and hopeless finds a studyOpens a new window by the Society for Human Resources Management.
In this environment, your organization must have the tools and processes in place that enable employees to report their time and responsibilities, allowing everyone to best balance professional responsibilities and personal care.
4. Plan for leave management
COVID-19 forced many employees to give up their spring break vacations, to postpone summer trips, and to avoid using paid time off. At some point, employees will want (and need) to use this time, potentially causing significant disruptions if companies don’t plan for this inevitability.
Rather than waiting until scheduling conflicts occur, adopt a dynamic leave management system that automates processes and ensures business continuity as your team takes their hard-earned and much deserved time off.
5. Communicate and collaborate as much as possible
Zoom fatigue is real, and many people are tired of videoconferencing and other communication methodologies meant to recreate the in-office feel.
Consequently, leaders need to find ways to communicate and collaborate with their teams in new and unique ways:
- Use video to record and share information, and, when it’s helpful, invite team members to participate in this process
- Focus on contributions from your employees – be clear about what you need from each person
- Create time to connect with and care for team members
No Surprises Here, Remote Work Is Here to Stay
It’s unlikely that the office is going to return to its pre-COVID-19 state anytime soon. Even when employees can return to work, many may prefer to stay at home, continuing the popular trend even before millions of people had an opportunity to try it out.
Simply put, companies need to change their thinking about remote workOpens a new window . It’s no longer just a perk for privileged employees. It’s an operational necessity that requires carefully considered policies to be effective. These priorities will get you started, and now it’s time to create a personalized approach that will now guide your organization in the months and years ahead.
Which best practices are following to transition to a long-term remote working plan? Tell us on LinkedInOpens a new window , TwitterOpens a new window , or FacebookOpens a new window .