As I am writing this, I’d like to think that this is just the beginning for many companies to seriously integrate remote work into their functional teams and organization structures.
This article is a time machine. 5 years later, I want to come back to this article and remember that this was the turning point remote work.
Let’s see how many companies learnt from this…
The COVID-19 pandemic of 2020 sent a ripple of financial tsunami across the world. No industry spared. Tens of thousands people lost their jobs overnight. Countries enforced travel bans, cities are enforcing shelter-in-place, and communities are quarantined.
This circumstance is not what we want, it is not something we asked for, it is just what is. We must accept it – and it is uncomfortable. This crisis is a brutal reminder of how fragile we are and that we are not in control of things the way we think we are.
How bad about is it? It doesn’t even matter what your measure of “bad” is anymore. Things are changing rapidly by the day. The stock market got pummeled. Trillions in value evaporated. If that’s any indicator of how dire things are, then you’re right. It’s absolute chaos.
Remote Workforce Is Hard Work
It’s easier said than done. It is especially challenging for companies that are stuck in an archaic organizational structure. For companies that require their employees to be in the office, it is going to shake things up for a while.
This is also where leadership is tested. The repoire, trust, and relationship built with teams (or lack thereof) is going to get stretched. Why? Because those human qualities is the glue that holds the fabric of remote work teams together.
Humans are not good with change, especially changes that upend their routine overnight. And when humans are forced into change, things can unravel very quickly. The good become great. The bad becomes a nightmare.
When companies are forced to change their operating procedures, it disrupts normalcy. And it shatters any and all sense of security and structure for employees.
I’m a firm believer that remote work is not for everyone. And particularly not for every organization. And that is scary to the nth degree. Why? Because companies that cannot pivot to a remote working structure will lose and get left behind — yes, they will go out of business.
Remote work is not a staycation
This should be obvious. But I have to say it. Your company has no choice but to enforce work-from-home in the upcoming weeks/months.
Just because you’re getting paid (while your peers are laid off), to stay home, doesn’t mean you can slack off. Remote work is not for babies. But I am certain many people will become less productive — not by their own fault — but because they’re not wired to be unsupervised.
While it is not the zombie apocalypse, it might be the closest I’ll come to in my lifetime. But remote work is still work! If you are one of the fortunate people who still have a job and working from your home, let me clarify something for you…
Your work is still work and it is INDEPENDENT of your location. Let that sink in for a minute…it’s not a staycation!
Integrate Remote Work Standard Operating Procedures
So, what can leaders do to ensure that remote work is set up to facilitate employees through this tough time?
What can your company execute to help your employees gain a sense of normalcy into their work day?
This is a reminder of just how fragile our systems are. The chain of events leading to this crisis are fascinating to consider and observe.
Remote teams is a choice — it shouldn’t be by force. Don’t be put into a position that compromises your organization’s efficiency.
Here are 7 things to consider as your company executes remote work.
#1. Provide uninterrupted remote support. Your team and your clients need continuity. So, while you are concerned about the well-being of your team, clients, and partners…be reassured that your systems and infrastructure should be protected from downtime and general security risks.
#2. Complete access to productivity applications. This one sounds straightforward, but it doesn’t hurt to make sure your team is 100% equipped with all the necessary applications and software — especially the employees who do not have work laptops and will be using their own computers at home.
#3. Get on the cloud, NOW. If you have not been using cloud services to store documents and share files, now is the the perfect time (as if you have a choice) to start. A search in Google for “cloud file storage and sharing” returns some recognizable and reputable cloud services.
I cannot emphasize enough that file sharing through the cloud is one of the pillars of remote work effectiveness.
#4. Contact information (Name, Address, Phone Numbers) for all employees. A company directory is so basic for most organizations yet for remote teams, this information is one of the most important document the team can access. The larger and more distributed your remote team is, the more emphasis you need to put into sharing your teams’ contact info.
#5. Communication applications. This is a no-brainer. But I will mention it anyways — so the list is complete. Slack, Zoom, Trello, Pexip, UberConference, Google Hangout, etc…the list of virtual communication tools is vast.
#6. Take care of your road warriors. Companies that rely on “road warriors”, this is your time to step up for them. You will have to restructure how they are managing their prospects, creating opportunities, and providing all necessary accommodations to stay healthy.
With travel bans enforced, your sales team’s reach is physically crippled, but as I mentioned in #5 above, equip them so they can continue to provide the support your business needs to weather the storm.
#7. Working from home mindset. Not as easy as you think. You can’t expect your employees to just wake up the next day, crawl out of bed, and fire up their computer and get to work. No sirree.
Like I said earlier, not everyone is wired to work from home. And certainly not everyone can be as productive when unsupervised.
It is necessary for your organization’s leaders to educate teams on how to adapt their home environment into a work space and create balance. Provide all the support your team needs — as they learn how to work remotely and continue to contribute to your business.
Wrapping it up
There are many other ways to prepare your teams to work remotely. This is just a few that are straightforward and easy to implement right away.
Remember, if you are new to setting up remote teams, don’t be afraid to test new approaches to work together.
The “we used to do it this way” is no longer valid!
