The Coronavirus has made telecommuting a reality for many companies that have not yet implemented it effectively. While we know that, according to data from our Best Workplaces 2020 survey, 81% of employees are encouraged to balance their professional and personal lives, managing remote teams and effective telecommuting can be challenging for many companies.
In our office, we often talk to our clients about the famous phrase “Culture eats business strategy for breakfast”: if we don’t take care of our culture, no matter how much we propose a winning strategy, cultural brakes will be an internal threat to the set goals. reach. That is why it is essential in this day and age to generate a culture of trust.
We give you some keys to generate and transfer this trust to your employees and not to paralyze the business activity:
1. Evolve Our Culture:
It is necessary to change the mindset from presenteeism to a culture of trust, in which all our behavior reflects trust in our employees. In these uncertain times, our teams need us as managers to value the work they do from home and trust their ability to do things right. Autonomy is one of the factors that employees of the Best Workplaces value most. According to a survey, 89% of employees find that their superiors trust that they are doing their job well without watching them.
2. Secure the necessary resources:
It is important that the person has the necessary tools to perform their work remotely. Sufficient computer equipment, internet access and a server with remote access or cloud storage. Also have a phone or programs that allow you to make calls, make video calls, and share the screen. Today, there are numerous collaboration tools and programs that allow documents to be shared and edited in a shared manner. 88% of Best Workplaces employees believe the company provides them with the necessary resources to do their job.
3. Promote communication:
We currently have a wide range of digital communication tools. Measure what’s most effective in your team and manage the information. Let’s analyze our communication management: it is important to continue to communicate regularly, with scheduled team meetings where the situation and progress of the projects are reported and people can share news and ask questions, in addition to reserving rooms to be able to give individual feedback to each employee.
4. Developing Talent:
Digital tools allow us to develop our teams wherever they are. This is when we have to stop and think about our own leadership model and analyze our points and areas for improvement. How many times have we said I don’t have time to measure how I manage and evaluate my team? There are tools that allow us to measure how much trust I have in my team and how it is being managed: now is a good time to invest time in it.
5. Emotional Intelligence In Leaders:
The support and trust we give to our teams through telecommuting is important. Recommend your employees to follow a set of routines as if you were working in an office (with a certain schedule, a specific room to telecommute, daily meetings at the same time…). It promotes camaraderie and informal relationships and reserves a space outside work for daily conversations. It creates moments to listen with empathy, in such a way that all people feel comfortable with their circumstances and their needs.
“I don’t have time” we were used to listening to their kind of words, weren’t we?. Let’s use these moments to reflect with the team and promote innovation and new ways of working. New ways of working and getting out of the routine generate new ways of thinking.
7. Acknowledgments and Thanks:
Many companies already have recognition systems that focus on strategy and culture to stimulate behavior. The reward system has evolved into a shared system where employees can recognize and thank different functions within the company. Have you analyzed what behaviors you reinforce and whether you have involved the team in these cross-cutting projects?
8. Talent Rating:
Engaging the entire company in a talent evaluation system through 360º Feedback fosters a culture of transparent and effective communication. Evaluate your teams’ perception of the reality of your business. In the Best Workplaces, 74% believe that leaders do a good job assigning functions and coordinating people.
Let’s make this uncertain time a time of innovation through Inspirational Leadership for our teams.
Come to the employee side now and know how they can be more effective in telecommuting
1. Do you have your own corner to telecommute?
If you don’t already have an office or a corner of your home dedicated to your work, it’s time to create it. Get organized as much as possible so that there is an area where you can stay focused and uninterrupted.
2. Establish a behavior of respect and co-responsibility
Depending on the environment you live in (alone, accompanied, with or without children or dependents) it is important to establish services and rules so that it is clear that the responsibility to stay at home and fulfill your obligations Work is important and important is different than a day’s vacation or a weekend. While you may enjoy playing wooricasino, it should be on your own time.
3. Prioritize and focus during the early hours
The previous section tends to become more flexible as the day goes on, so we recommend doing the pending tasks that require more concentration and time early in the morning and the tasks that require less management or are easier at the end of the day. to let the day go. , promoting camaraderie and unity with your remote colleagues.
4. Respect the work schedule
It is a priority to take into account the work schedule, avoid temptations such as eating or sleeping longer… This allows you to be productive and disconnect at the usual hours without changing the work or the personal rhythm to which we are accustomed.
5. The professional part of the staff is different
As in your day-to-day work, differentiate between personal tasks and work and perform each of them in the time allotted for it, thus mixing personal phone calls or household chores (for example) between two meetings is each of these situations. productivity is much lower, increasing the list of incomplete or half-completed tasks.
Digvijay Rajdaan is Sr. interior designer at Design By Lavassa. He is an award-winning interior designer of residential and commercial spaces. He strives to design unique interiors that will have a positive impact on the lives of his customers.