The benefits of implementing remote work and on-demand staffing models are easy to recognize, but there can be a disconnect between what is promised and what actually happens.
In order to test remote-unfriendly environments, look for these common patterns in offices where intentions are sincere, but actions fail to meet expectations:
- In your organization, conference calls are infrequent and face-to-face meetings are common. For two or more team members in the office, Zoom calls are not used.
- While you claim to be remote-friendly, be sure you can digitally manage your employees. For offices that believe that scheduling meetings, counting the minutes, and checking over shoulders will result in progressive outcomes, you have to correct that.
- The on-demand program you've created has expanded the talent pool but does not include the option for new talent to work remotely.
- You say you are looking for the best talent and skills, but only if they can come to the office.
- Your goal is to expand and diversify your employee base, but the only way to do so is with a physical location.
You Need The Right Talent, Tools, And Team Programs To Be Truly Remote-friendly
It's not uncommon to hear about or be a part of freelancer horror stories about overcharging, stealing, or ghosting customers.
The benefits of remote employees are not guaranteed, and there are challenges to managing remote employees.
Fortunately, many of these "risks" have been relegated to the past given proper systems and structures.
Plan ahead and learn from others to build a foundation that allows you to have an agile team.
Starting with tools, transparency and trust are good places to begin.
TIP #1: Prepare the Team for Digital Engagement (TOOLS)
Digital tools are a standard requirement for many modern jobs, so remote workers use them on a regular basis.
With these tools, remote or hybrid workforces can transform and enable relationships.
The use of tools such as Slack and Microsoft Teams are good places to start.
Video conferencing is also crucial for successful remote work collaboration.
It is often the case that remote work fails due to unused tools.
You should create a portal for easy access and guidance and then train everyone whether they are remote, contingent, or full-time employees to use the tools.
Every employee should feel comfortable with tools so that they are never a hindrance to collaboration and progress.
TIP #2: Accept Progressive Openness (Transparency)
It is common for large corporations to suffer from the silo-effect, which occurs when communication or shared resources are not easily transferred across departments.
Lessons learned and success stories are hidden gems that get lost as soon as a team finishes a project and begins working on the next.
In order to ensure learnings are distributed across the organization, transparency is crucial.
In organizations, non-transparency can prevent remote talent from succeeding.
By creating a dedicated Slack channel, for example, you can help remote workers share resources.
The availability of this information can offer unexpected benefits.
During the launch of a remote program, progress should be shared continually.
Each remote employee or project can have a strategic dashboard to track their progress, challenges, and KPIs.
The company can monitor the progress of the remote work program as adjustments are made and find out what works and what doesn't in other departments.
You should create opportunities for open communication between remote workers, freelancers, and the company's in-office employees beyond tools for collaboration.
A team's success story can inspire another team.
It is important to ensure that all departments involved in the program are held accountable so they can learn from one another.
As the company gains knowledge and success, its confidence in remote work will grow.
It will lay the foundation for relationships across boundaries and enhance trust in remote workers.
TIP#3: Establish a Trust Culture (Trust)
There are still many companies that practice the age-old art of micromanagement punching time cards, scheduling lots of check-in meetings, and literally viewing remote workers over their shoulders.
There is definitely a lack of trust at the root of this situation.
This can lead to low engagement, lowered productivity, and worst of all frustration.
Trust has a significant effect on employee productivity and employee loyalty in high-trust organizations.
Companies engaged in remote work need to establish trusting work processes and routines in order to reap the benefits of the trust.
The output should be more important than how much time is spent sitting at the desk.
As I read through anecdotal information from today's top remote companies, I see a clear pattern.
Make use of project tracking tools that provide visibility, not an oversight.
Give remote workers a safe space and space to ask questions and challenge thinking.
Relationship-building within teams needs to be prioritized.
As per Zak's neuroscience experiments, "people are more productive when they intentionally build social ties at work."
You can build trust within remote teams if you create virtual meeting spaces, encourage non-work-related chat channels, and provide opportunities for your colleagues to get to know each other such as personality tests or roundtable discussions.
Conclusion
While workforce practices are rapidly evolving, companies can leverage the power of powerful innovation by creating a strong, remote-friendly workforce program that embraces both their current teams and future needs.
Build a program that addresses the three pillars of remote work: tools, transparency, and trust.
Eliminate the remote-unfriendly mindset and the procedures holding your organization back.
The adoption of digital workflows and cross-departmental transparency will lead to a successful remote workforce and the growth of your entire company.
As with any digital initiative, failure is key to learning and pivoting.
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