There is a big difference between deciding to send (or let) people work from home and having it work effectively. While many people are successful working remotely, it rarely is immediately successful without proper planning. Here are some specifics to keep in mind as you prepare for more remote work for some or all your team.
Technology readiness. This one might be the most obvious, and unfortunately it is where some people stop. Make sure people have the technology to allow them to be successful, access to a strong internet connection, the ability to get through your organization’s firewall. Beyond that make sure they have the communication tools – web-platforms and more that will allow them to continue to be effective teammates.
Individual preparation. Working from home is different than working in the office. The laptop alone won’t make people instantly productive. Help people prepare for the change in routines, give them guidance on setting up a workspace, and set clear expectations about when and how they need to work. In addition, give them access to someone who has been successful working from home to help them figure out the little things that will help them be comfortable and productive.
Team preparation. Beyond helping individuals with their needs in this transition, help the team think through the logistics of how they will communicate with each other, support each other and more. Without thought about this, people may be individually productive, but the synergy and communication that existed in the office may be lost when folks are working remotely. If that connectedness was already weak when people worked in the same location, it certainly won’t get better when some or all are working at a distance.
Tool training. There will be more virtual meetings if more people are working from home. Are people comfortable and adept at using the tools? It is one thing to be able to log in as a participant – but quite another if you are now responsible for running your meeting on a web-based tool. Give people the training they need to be successful in this new working world.
New expectations. I’ve mentioned expectations already – getting this right is likely more important than you realize. When people are working from home, what is the expectation of when they are working, how quickly they need to be responding, how they will communicate with each other? Answering questions like these are the tip of the iceberg. Remember that assuming expectations seldom works out for anyone.
You can successfully move people, short or long-term, to work remotely. But you will be far more successful with a plan and a process, than by simply sending people home and crossing your fingers.
Check out these related posts:
Six Tips for Managing Remote Workers
How to Lead Remote Workers During the COVID-19 Crisis
Peter Mclees, Leadership Coach, Trainer and Performance Consultant
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