THREE KEYS TO REMOTE WORK OPTIONS
THREE KEYS TO REMOTE WORK
Microsoft shared in The New York Times on March 22, 2021, that 75% of its 30,000 employees want flexible remote work options. Similar feedback is occurring across the workforce including non-profit organizations. At a recent meeting with a non-profit Executive Director, the question top of mind was: “What things should we be thinking about to make remote a permanent work option?"
Remote work arrangements will play a key role in the future of work. The pandemic has shown us that organizations work effectively in remote arrangements and people have become savvy with zoom and collaboration tools.
Here are 3 guiding principles to creating a remote culture:
Formalize Remote Work Hours: Set expectations and etiquette around work hours. By establishing remote hours, boundaries are put in place between work and home creating work/life balance. Determine work attire – is your organization an anything goes place of work OR are you more formal in your day-to-day business relationship? Establishing set hours and determining attire let everyone know the rules of the road.
Establish Communication Standards: Develop huddle boards so that work teams and individual contributors holistically understand and manage the work. Establish a meeting cadence and use huddle boards to guide discussions. Frequent short communication meetings (15 minutes) using huddle boards allow teams to discuss activities, raise problems, and make decisions.
Keep in Touch: People want to know that they are important and the work they do is meaningful. It is easy to get isolated in remote work settings. Create mechanisms to stay in touch: use virtual chats - check-in daily to see how people are doing; hold 10-minute virtual coffee breaks – it may seem forced and contrived at first yet that quickly fades away; create a rotating buddy system – it’s a great way for people to connect and mentor each other.
What do you need to proactively address remote work arrangements so that it’s not an organizational distraction and is standard operating business practice?
People are curious and want to know the organization’s stance on remote working arrangements long term. Create remote policies. Give people the support and information to do good work. Allow people to decide on their work arrangement that works best for them and then…
Step back and trust people to get work done
Lauren Hirsch, "Microsoft to Ease Workers Back to the Office Starting New Week," New York Times, March 22, 2021.