WORK FROM HOME

Now that your employees have been working remotely, you may have observed infrastructure dilemmas. With client and coworker phone calls, texts, emails, and video conferencing platforms connecting and cooperating may not be ideal. But then again, you have made it work thus far.

It is natural to start thinking of the process and the next steps, including forming a new remote work policy. All leaders confronted with a new existence, and particularly for those whose leadership style tilts towards control, abruptly having to manage dispersed staff can be very awkward. However, it can also deliver the picture-perfect opportunity -- because, honestly, you do not have a choice other than to switch to a more efficient leadership style. an extensive list of rules and policies. And certainly not possible consequences.

A new remote working policy should be short, concise, and succinct: Finish your work. Be accessible. Communicate often. That is all.

they crank out work, whether they are incredibly efficient and able to complete their work in six hours, or inefficient, and it takes them ten hours, what does it matter?

I have heard tales in the industry of managers standing at the office door each morning and negatively commenting on each employee walking in a few minutes late. Sooner or later, they will realize that managing by productivity is far better—also, better use of a manager’s time. Therefore, do not be so focused on the total number of hours each employee works. Instead, be a

leader by managing expectations and deadlines, not by clocking idle time. The important thing is what gets done.

This philosophy is also true for accessibility and interaction. It is a common thought that employees should be accessible during the workday. It is a common thought that employees communicate with their managers and coworkers, in addition to idea creation. So speak in those terms and convey that we are all faced with challenging circumstances and situations and that everyone needs to put their best foot forward. Other than that, consider your employees like the talented group they are. Trust that they know the conditions and what is at stake. They will rise to the occasion.

Should one employee falter, then handle performance issues as an isolated scenario, not as a justification to add clauses to your remote work policy.

Great employees do not need policy handbooks. They are focused on the task at hand, wherever they are working.