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- Make it clear that those who work in the office and out of the office are valued equally. The perception that those who aren’t seen are not as productive must be addressed and resolved, because simply put, it’s not true. Be intentional in developing a workplace culture that values employees regardless of where they physically sit.
- Set and communicate clear expectations. This is especially important when it comes to assuring employees understand flexibility needs to remain in the equation, regardless of their typical work setting. For example, a virtual employee may still be required to come into the office for occasional or weekly meetings. Or, you may require that virtual employees turn their cameras ON when participating in meetings via Zoom, WebEx, Microsoft Teams, or other web-based platforms. Don’t assume people know and understand your expectations. Share them.
- Demonstrate collaborative leadership. Ask employees what they think and then make it clear that they were heard and their opinion matters. Implement change in-line with their views, when it makes sense to do so.
- Keep people connected. Create ongoing opportunities for team members to meet and collaborate, whether it’s in-person or using virtual platforms.
- Ensure workplace equity for people of color and/or other under-represented groups of people that are part of your team. If under-represented groups opt to work virtually or using a hybrid approach, diversity and inclusion must remain top of mind as the leadership pipeline advances.
- Provide training. A lot has changed in the workplace. People need education, resources, and support as they navigate new norms while also striving to maintain and grow their skill sets. Training is a tool that can help your company achieve its goals while also making people feel you are vested in their success and long-term growth.
- Problem solve in new ways. Think out of the box and be open to trying new approaches when the old ones don’t seem to be working. COVID taught us all how important it is to adapt. Apply those lessons learned now.
- Push people out of their comfort zones. Challenge your people to take on new roles, experience new things, and contribute to the team or company in ways different from what they are accustomed to. You may have some shining stars on your team who just haven’t yet had the opportunity to turn their light on.
- Understand that everyone is different. Different people have different needs, especially now. Be flexible and empathetic. Your employees will appreciate you for it and will likely give back in the form of loyalty.
- Promote work/life balance … and mean it. Virtual employees sometimes struggle when it comes time to turn work off, with their at-home offices or workspaces accessible quickly at any time of day. Burnout has become a real issue as a result. Good managers assure their teams know that there is a time to work and there is a time to pursue other life activities.
By: Linda Mercurio, Chair of Business and Entrepreneurship and Associate Professor, Business and Computer Systems Division
Some employees have resumed in-person working. Some employees are continuing to work virtually and intend to do so long-term. Others are adopting a hybrid model. With members of the team sitting in so many different seats (literally), business owners and managers have a new task at hand: build a new workplace culture that values every member of the team and assure equity for all – even those who are not as visible. It’s a difficult charter, but one that can be accomplished with time, energy, and commitment.
Here are the top 10 things I believe leaders need to keep in mind, as they work to accomplish this in today’s post-COVID world:
The bottom line is that leaders must accept that uncertainty still exists. It is important that they invest the time to proactively plan for operational challenges that may present in the future – whether tied to the pandemic or not. I encourage leaders to be intentional and strategic in thinking about their company’s future and what they can do now to protect it.
And, for those in need of guidance or support, HCC’s “Managing a Remote Workforce,” course, offered by Training & Development Solutions, may be a valuable resource. This course and many others offered by the college are designed to educate leaders and teams on a wide range of challenges and opportunities, while underscoring the importance of equity in the workforce. Learn more by clicking here.