Remote Working - Keeping Employees Engaged
“I have been working virtually/remotely for more than 6 years. This includes running my own virtual business for just over a year. Owing to this, I have had time to figure out what works best for me and my team in a virtual environment, and we have a smooth operation that suits us all.
For many in the business world, teams are now finding themselves forced to transition to this ‘new’ way of working—with minimum time to work out how to do so effectively.
When it comes to remote work, it is critical that employers get it right, or the consequences can be serious for both employers and employees (and the livelihood of the business).
Whether you call it ‘working from home’, or ‘working remotely’, the concept is the same. Your business has gone from operating in a traditional office style environment, to having employees and key people at various locations, all trying to continue to do the same thing and achieve the same outputs.
The truth is though, that the environment is different and this needs to be acknowledged and accepted. When this happens, a plan can be put in place to deal with the new way of working, whilst maintaining business viability.
So, what are the key areas that employers can focus on?
Here are 5 important factors we as employers must focus on to keep our team engaged, and ensure the continued viability of our businesses:
1. The ‘office’ set-up. There is more to working from home that simply picking up the laptop and working from the kitchen table. To help your team work effectively from home, they may need specific support and guidance. This includes helping team members to establish separate work areas within their home (where possible), providing ergonomic guidance and equipment where required. The comfort of the workspace matters. Do your team members need ear pieces for their phones, or computer/laptop stands (adjustable where required to allow different positions, such as table top stand up desks – I have one of these and it is the best thing I have purchased for my home office). Whatever the arrangements made are, it needs to be sustainable and comfortable for your employees.
2. Productivity. To be productive it is important that employees are clear on what is expected of them. Whilst it can be attractive to say that productivity ought to increase whilst working from home because there is less time commuting, the reality is that the time spent commuting often served as ‘down time’ or ‘creative thinking time’. When this is removed the impact on productivity can be adverse. Measures need to be implemented to accommodate this and help employees adapt to their new way of working, to avoid the productivity dip.
3. Connection. Keeping employees connected is vital to sustaining positive morale and an engaged working environment. Regular touch points through the working week (or working day when this is necessary) can help employees feel connected with the team. These can be both formal for work discussion, and informal to promote collegiality and social contact. I personally find that Zoom and Microsoft Teams are excellent platforms (being mindful of course of cyber security considerations).
4. Mental Health. This is a topic that is not talked about enough, in my view. Anxiety, stress, uncertainty and feelings of isolation are all important considerations that employers and employees need to be mindful of. The new working arrangements are unusual for most, and were brought about rapidly. Some employees may take more time to adapt to these new conditions, and it is important to offer support. Implementing a structure to the working day, which includes a start time, finish time and a lunch break are important, and in my experience encouraging a short walk outside once or twice during the day can have a significant impact on employee wellbeing. Employees should be reminded not to try to ‘work around the clock’ just because they are at home, and some studies have suggested that regular touch points for connection with others (as mentioned above) can have a huge impact on preventing feelings of isolation.
5. Conversation. As employers and employees are adjusting to this new ‘normal’, it is important to take the time to ask employees how they are feeling, how they are coping, and ask how employers can best support them. Having the conversation should be regular and open, and it should be made clear to employees that employers are there for them and are willing to support them in any way they can.
At the end of the day, we are all human, and we are all doing our best. We shouldn’t assume that others are fine just because we are. We should stop, take a moment to think and reflect, and be sure we are doing what we can to best support those around us.”
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If you found this helpful, you may like to jump over and read more about important legal advice in this article: Building Your Small Business | The Beginners Handbook.