In these unprecedented times management must now provide more flexible working options for their employees. The introduction of new systems were put in place to maintain vital workflows. These workflows allowed for employees to productively work towards achieving their goals. For many, remote working was the key to success.
The Harvard Business Review (2020) carried out an interview in which Prof. Tsedal Neeley explained how organisations were unprepared for this work cultural transition. Prof. Neeley stated that organisations were “not set up for this”. Therefore leaving employees feeling scattered as a result.
Organisations across the world have now had to adapt to this new learning curve of ‘working from home’. Employees have been compelled to accept this transition due to the pandemic. As a result of this, countless variables are at stake. These include work productivity, emotional health and mental health. Prof. Neeley described the new system as being “extracted from the mothership”. This means that employees have now been uprooted from a work culture in which they are familiar. With many employees finding themselves remote and almost isolated in their working. Management’s key responsibilities are to ensure communication, productivity, and employee engagement is kept at the forefront of their priorities as we develop through this new way of working.
Moving to a Remote Work Mentality – The Challenges
The applications and tools are already present in order to maintain communication in terms of checking in, easy collaboration and conferencing. Platforms such as Zoom, Microsoft Teams, and Google Hangouts are amongst the most popular. Prior to the global pandemic organisations were not reliant on these platforms/resources. However, these platforms have quickly become a crucial part of the ‘remote workers’ daily work flows.
How management and employees adapt throughout these times that will set them on the right track to achieve their business goals. Adaptability in this era of digital transformation is critical. The implementation of this new change can however prove tricky. The worldwide pandemic has now increased the rate of technological transformation, causing organisations to face many digital inefficiencies head on. Some of these challenges include:
A significant plummet in employee productivity. Psychological aspects need to be taken into consideration, as I have previously mentioned, forced remote working can cause feelings of isolation, due to little communication which they have become so accustom to. The feeling of isolation can have a profound effect on work productivity.
Management will always have a keen focus on employee engagement. Employee engagement is crucial in the current climate in order to ensure employees feel a strong commitment and sense of passion towards their work. Keeping an employee engaged in their daily tasks, as well as adapting to new work systems can be testing. Employees require an extra level of support to keep work relevant, and engaging.
Communication failures - Managers not keeping in touch with employees and falling short when it comes to offering the necessary support.
Tracking tasks and productivity - ensuring minor tasks are complete in a timely manner., as Keeping track of the progression of several of your now remote workers on a daily basis can be a daunting prospect.
It is important to keep stakeholders linked with a steady stream of communication. Adapting to the use of applications and tools can assist in this process. This can help in normalising daily work life. This will ensure no information is misconstrued, and it is utilised effectively and efficiently, striving for an all-round positive experience for remote working. This will ensure no information is misconstrued, and it is utilised effectively and efficiently, striving for an all-round positive experience for remote working.
How Can Management Make Remote Work More Effective?
In order to adapt to this digital transformation a clear process must be outlined for the business. Trying to quickly adapt by testing methodologies, processes and seeing which “best suits” is not the most efficient method of managing the current situation. A couple of aspects that can assist with keeping your organisation on track is identifying your metrics and keeping them in line with your business’ KPIS. For example, identify what metrics are specifically important to your company.
Outlining the Key Metrics
Management needs to identify key metrics for employees and departments. They further need to ensure that those align directly with the business’s KPIs. Management need to be able to pinpoint goals and establish clear performance objectives. This, in turn, can act as blueprint for all remote working activities for future reference.
Tracking Your Metrics
Your organisation needs to have concise plan in place for tracking all key metrics. It is vitally important to not become a micromanager - monitoring every move made by your employees. This can indicate to your employees that you do not trust them to work on their own, or achieve positive results. It is about understanding and monitoring a steady progression, and ensuring your team is moving in the same direction for successful outcomes and to reach their goals, and the overall business goals.
Personalising The Employee Experience
Most businesses are confronting a steep learning curve. Keeping things personal is going to help as companies strive to overcome obstacles and circumvent bumps in the road. Given the data to which leaders have access, it is easy to stay on top of the hiccups, to automatically deliver personalized Just-In-Time training and reskilling when required, and ultimately help redirect employees who may be experiencing difficulty.
Many organisations are now faced with this new working system, the importance of keeping the situation personal can assist in overcoming issues and bumps along the way. Simple solutions like ensuring upskilling and training to employees when required and assist in redirecting employees that may be facing challenges and difficulties with the work cultural transition.
Ideally, the digital transformation would be a very gradual processes with vigorous testing and individual trailing, allowing plenty of time for adjustment and adaptations at a comfortable rate. Unfortunately, due to these unprecedented times many organisations were thrown in at the deep end. The timing did not allow for this given circumstance to organically, yet we can still ensure goals and targets are met, productivity remains high and employees have a consistent level of engagement with their work.
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