Top Tips for an Effective Remote Workforce By Carl Cadregari, Executive Vice President, FoxPointe Solutions
I
n this age of remote workforce productivity, every organization must be cognizant of what may be needed to have an effective and productive “work from home” (WFH) program. That program needs to consider what is reasonable and what is required. In our current business climate, WFH may bring about challenges and concerns, and that is understandable. If you are struggling to have an effective program, it’s probable that your plan for effective WFH management hasn’t been detailed enough or documented at all. With the past (and potential future) rapidity of implementing pandemic requirements and the requirements for having a documented pandemic plan, this is a key area to assess and update regularly. The following list includes some of the common WFH challenges and pitfalls to avoid. These challenges can range widely depending on the team member and circumstance and may include the following:
48
Documented communications are key. Set documented expectations, train your staff on the process and have them sign off on the program. It is probable that you may need to have unique sets of these understandings due to team or department function. There may be a difference in what is expected from the IT team vs the finance team vs a Department of Social Services team, etc.
•
Remote site challenges such as a lack of privacy when conducting sensitive work,
•
Unplanned interruptions,
•
Fatigue when team members are back-to-back with video meetings,
•
Not having one standard tool for video communications,
While not all-inclusive, the following information and questions should help you define what that documented and manageable program can look like.
•
Remote interruptions from non-team members,
•
•
Limited information protection and cybersecurity controls,
Managers need to understand what you require of them in leading a WFH team and as a WFH Manager.
•
Lack of robust technology and internet connections,
•
The team needs to know how to connect with their manager.
•
Accountability and time reporting,
•
•
Social isolation and limited in person “face-to-face” time, and
•
Not being sensitive to all the above and making the needed changes.
The team needs to know what is expected of them to complete their job duties while remote, such as measurable productivity requirements, reporting requirements, communication needs, data security, privacy, etc.
•
What is expected for quality standards?
•
What to do if a change is needed in vacation and time off request process?
•
What tools, technology and communication assets are approved (i.e. can they use their home computer or cellphone to attend meetings)? and if so, is there a reimbursement policy?
NYSAC News | Fall 2022
