Empowering Remote Work
– Embrace flexibility for results
A high percentage of organizations develop a military rationale, whereby only a very small number of people make all of the decisions. There is little wonder, then, that people aren’t keen to get out of bed and come to work on a Monday morning.
In a Nutshell
As commute times get longer and people seek to derive a different kind of satisfaction from work, remote work has become a popular perk. While the number of companies embracing remote work as their primary mode of operation is on the rise, there are many more companies that are just beginning to experiment with it.
The thing is, remote work often tends to backfire because managers and teams aren’t very clear about what they expect from remote working. In other words, they don’t have a clear definition of the expected results. Apart from that, remote work takes away the option of immediacy, as things can’t be quickly clarified with the manager or colleagues. This then gets everyone who works remotely a bad rap for either working all the time or not working enough.
It’s important to understand that remote work operates on the principle of freedom, but with responsibility. The secret behind successful remote work is to allow people to define how they want to work, where they want to work and at what times they want to work – but to underscore it all with a big dose of common sense and responsibility. Which is why it’s paramount to define the outcome and when, but not the how for the person involved.
There are three main pillars that sustain a well-oiled remote work infrastructure: Mindset shift, technological support (that enables remote work) and proper alignment on the rhythms of work. When leaders and employees have a clear alignment on the outcomes and understand the need to change some behaviors and mindsets, remote work has a huge impact on employee morale and overall productivity.
Finally, all the relevant stakeholders need to agree upon some basic essentials like how and when they want to run meetings with remote employees; which communication tools they will use (such as Slack, WhatsApp or Zoom) and how they will resolve conflicts if any. Also, all remote workers, irrespective of their position in the company hierarchy, need to be treated equally and provided with the necessary paraphernalia to work.