A Starter Guide to Permanent Remote Work
As businesses start to reopen, it has many employers wondering about the future and considering continuing with remote work. With nearly half of all employees in the U.S. working remotely and five in 10 workers saying they prefer it to being in-office, it’s never been a better time to take stock of our understanding of this new way of life.
In this three-part series, we’ll dive into the topic from fresh angles that explore the foundational requirements for its success and give managers and employees the tools to thrive in this new work format, whether in the interim or long term.
The biggest misconception about remote work is that it’s ineffective, which can cause leadership to be weary about it. While that’s a common belief, it's important to recognize that virtual work itself isn't inherently good or bad. The focus should instead be on creating a strong culture that can survive any work environment. If you look at culture as how things are done in an organization, the "how" is changing daily, possibly forever in some cases, which means a loss in critical relationship-building at work.
Knowing how much the world has changed, the exploration of common misconceptions below is the first step to adopting a necessary shift in perspective and setting ourselves up for success.
THE MYTH REPORT
1. Remote work leads to disengaged employees and lower productivity.
False. Actually, those who spend 60% to 80% of their time working remotely are the most likely to be engaged.
When you think about it, the inefficient part of everyone’s day is getting ready and commuting to work. Remove that burden and your morning becomes your own for things like exercise or family time so when you’re ready to start your day, you can get right to work. A client of mine shared that having more time in the morning to do yoga or walk her dog has vastly improved her energy levels and mental clarity. That’s no surprise since there’s a direct tie between well-being and productivity.
2. Remote work leads to miscommunication and disconnection.
The deciding factor for whether or not employees are productive and engaged isn’t if they’re in the office or not, it’s all about quality and frequency of communication. Managers need to be proactive about checking in with remote workers to encourage performance, namely through one-on-one conversations.
If you don’t already have a weekly check-in scheduled with your manager or employee, it’s time to get one on the books! If you’re a manager, ask how you can provide support during this time. Perhaps you wouldn’t have posed this question pre-covid but now, it’s a requisite to managing effectively. If you’re an employee, ask for feedback to ensure you’re on track. Remote employees are 3x more likely to be engaged if they receive feedback at least a few times per month and 3x more likely to agree they're motivated to do outstanding work if they have those conversations on a weekly basis or more.
We’ve all felt Zoom fatigue at one time or another so if you’re ready for something a little elevated, try a walk-and-talk. This format shakeup helps facilitate a personal and professional check in that feels fun and different while mimicking the benefits of in-person coffee chats.
3. Remote work leads to isolation and loneliness.
According to Gallup, isolation and loneliness are common feelings, isolation and loneliness are common feelings with different solutions. Isolation can be resolved through access to people, autonomy in decision making, and technology. Loneliness stems from a lack of meaningful connection and constitutes "meaningful" is unique to everyone. It’s important managers develop an understanding of every person on their team and individualize their method of connecting with them accordingly.
If that sounds intimidating or you’re unsure where to begin, start with a Strengths facilitation. It’s a meaningful way to connect with your team and an accessible way to start the conversation. Don’t worry, I’ll be there to guide you every step of the way!
Whether you’re new to remote work or a total pro, we could all challenge our old thinking and adopt a new view to better adapt to today’s remote work environment.
Stay tuned for the next installment of this series as we dive deeper to explore the biggest shift that comes with remote work (Hint: it’s not the physical shift from in-person to online!).