The result of employees working from home is a bit of a mixed bag for businesses in terms of pros and cons. For some, they’ve not only seen their business continue to trade, but their people are more motivated, they thrive working remotely, and productivity has increased. In contrast, some companies are struggling to maintain control of their employees, working hours and direction of the business.
So why do some companies thrive with remote workers and others don’t?
In the current climate, you might be forgiven for thinking it’s simply the impact of a global pandemic, and there is some merit to that theory. Still, if you’re willing to look a little deeper, there are other factors which become equally responsible and several which may be in your control.
Let’s look at what those factors may be and what you can do to turn them around.
1. The nature of the work
So, this is an obvious one. If you’re used to working in an open-plan office, perhaps own a creative business, you’re probably used to having a buzzing team of people bouncing ideas off one another all day long. Great ideas are born through collaborations, and while Zoom is a great app, it doesn’t help with the spontaneity that many of creatives thrive upon.
By comparison, if you’re an accountant, solicitor or offer professional services, then the quieter environment may work better for you.
Don’t be surprised if you’re usually bright-eyed and bushy-tailed employees are a bit off their game; it may just be that the working environment doesn’t work to their strengths. Give them time to adjust and suggest ways in which they can be creative in their daily communications and connections with one another.
2. Communication from management
This is the most common factor influencing happy and thriving remote workers. Regular but not overbearing communications are essential to keep the momentum going. Think carefully about HOW and WHEN you communicate with your teams and be mindful of two key points:
(1) There is a considerable amount of information circulating right now, and if you are continually sending out emails, the noise will become unbearable, and priorities will get skewed. (2) Where appropriate, pick up the phone. Emails are not only impersonal, but they are also ambiguous. Miscommunication and misinterpretation are often the foundation for low morale and resentment. However, positive and effective communication is a matter entirely in your control.
3. External worries such as illness, finances and family management
Ok, so this is a big one. While exacerbated by the current situation, remember that these issues are always present in people lives, so what can you put into place to help and support them today and in the future? While the government continues to offer guidance and financial support for businesses, individuals are finding themselves worrying over money, unemployment fears and rising anxiety over catching the virus.
It’s time to talk: While you may not be able to guarantee there won’t be any redundancies you can at least address the elephant in the room and talk about the situation. Encourage your staff to ask questions that are bothering them and give honest answers. Even if it’s not great news, they will at least have time to process their options and make contingency plans.
Regarding illness, some companies have reported employees very concerned about going to the workplace, making deliveries and safe social distancing. Again, reassure your staff that you are doing everything you can to protect them. Discuss PPE if necessary and the support in place if they do become unwell.
You cannot fix this situation, but you can reassure your employees you are doing your best to support, guide and protect them
4. Mental Health
We all have mental health, and the management of it needs to be a priority. While the stigma of poor mental health is improving, it’s still very much a taboo subject, especially in the workplace. However, there are several things you can implement and offer as an employee to help your people maintain and nurture their mental health.
- Think about your employees who live alone. They may feel isolated, fearful and very alone. Check-in regularly, not just to discuss work and let them know there are organisations online that can help them.
- Then think about the employees working from home and having to juggle the demands of work, kids, money, partner working from home, cleaning house, home-schooling, the list goes on. The feelings of overwhelm can become too much. Perhaps they need more flexible working hours? Or longer lunch breaks? A 4-day week? Ask them what they need and be flexible where you can.
- If you offer health insurance as part of your remuneration packages, explore the options of counselling as well as physical health benefits and share these ideas with your people.
At SFB Consulting, we understand your priorities because they are the same as ours:
- Taking care of your employees
- Talking to your customers and managing their expectations
- Accessing guidance and support from every resource from the government to your HR dept.
Let us help you succeed in maintaining a remote workforce. Call SFB Consulting today on 01279 874676 or visit www.sfb-consulting.com