Maintaining Remote Employee Productivity
Work life is entering a new normal at a pace no one predicted with the onset of the COVID-19 pandemic. Remote work instantly became everyone’s reality out of necessity.
Luckily, organizations have been able to pivot to this work environment through the use of basic technology such as reliable Internet access, VPN and communication applications. While the technology is available, maintaining a productive workforce is the key driver to surviving this disruption to “normal” life. This requires a focus on the following workforce factors:
Maintaining open and consistent communications
Understanding how information flows through people processes
Redefining daily tasks
Continually striving to digitally integrate
Maintaining Open and Consistent Communications
One of the most common problems companies encounter when facing disruptions, like COVID-19, is low morale and fear due to employees not knowing how this change will affect them. This issue is a direct symptom of poor communication causing resistance from the employees and lack of trust in leadership. At times of uncertainty, fear tends to increase, so it is crucial to build trust with employees with open and consistent communication. Studies have proven that open communication regarding this “temporary normal” results in being three times more successful maintaining productivity. Without being in the same place, consistent communication is necessary to keep all team members involved in the work and continue completing tasks seamlessly. Communicating regularly is necessary in maintaining trust in management and instilling a sense of normalcy with the change. Not only is it important to explain the changes involved, but management must also listen to the new struggles employees are facing. Once an employee is working remote, new obstacles will pop up such as family distractions from kids being home or slower Internet from the increased usage. Listening as employees adjust to their “temporary normal” shows that management cares and is understanding of the difficulties people are facing. Being creative on how to communicate is another tactic that helps a team feel bonded virtually. Many managers have found fun ways to communicate such as virtual team walks where teams talk to each other while taking a walk and weekly newsletters sharing employee tips and fun team anecdotes. As a result of open communication, fear subsides because everyone knows what is happening, they feel heard and there is less “unknown” driving the fear.
Understanding How Information Flows Through People Processes
In addition to leadership communication, understanding communication patterns between employees allows the organization to recognize how this will affect the relationships that have been built between employees (social change). Mapping out the people flow just like a process flow will add clarity to who interacts regularly and why. Using this knowledge allows management to understand why certain departments interact and how the change can account for these interactions. A future state people flow should also be created showing the new interactions. Having current and future people flows identifies any potential gaps depending on what social changes will occur. Knowing this social change allows everyone to create a solution that will reduce the anxiety and allow the process to run smoothly. It is important to understand the people interactions involved in addition to the process and technology when any type of change or disruption occurs
Redefining Daily Tasks
When switching to remote working, the way employees complete tasks will change, potentially resulting in employees learning how to use new technology. Before working remotely, meetings were face to face in an office, but now all meetings must be done using video chat and a platform that some might not be comfortable using. Providing training on how to use technology allows employees to jump into this “temporary normal” with confidence and the knowledge necessary to continue performing daily tasks. Investing in employees helps them to stay engaged in the change and feel valued by the organization. Additionally, determining how to adjust decision making and approval workflows is likely needed. Ensure the team understands how decisions are to be made, approved and communicated as they look to continue to deliver their daily tasks in a timely manner.
Continually Strive to Digitally Integrate
An important item organizations need to keep in mind during this time of disruption is that this is an opportunity to better prepare for reemergence from this crisis as well as the next crisis, so progress in optimizing the digital integration between people, process and technology should not be stopped. When facing an obstacle, research shows that 51% of digital transformations are paused resulting in a company standing still. Once the COVID-19 disruption has passed, business will carry on as usual and it’s important that companies are able to maintain their competitive advantages that allow them to continually improve efficiency, enable employees to work in any environment, and realize the ROI from existing digital investments. By moving forward with improving digital integration across the organization, companies can advance their workforce capabilities and be better able to cope with future disruptions.
After being forced to this change of work life, companies are having to quickly determine ways to keep productivity high. Maintaining open communication, informing employees of social changes, and keeping employees involved helps everyone continue working as a team. New skills must be learned quickly in order to use new technology to communicate and accomplish tasks. As with all disruptions, normality will be restored and it’s important that companies continue to improve through digital integration. By moving forward and having open communication, companies will be able to navigate any change with minimal impact.
How Can Clarendon Partners Help?
Clarendon Partners (CP) is a dynamic consulting services company focused on strategic and operations consulting. CP brings industry expertise in conjunction with our core operational discipline focus of helping clients transform their operating models to fully harness the power of digital technology across their organization. CP works with leaders to both design their desired target state and execute against the work necessary to achieve the resulting benefits of that target state. We provide our clients with what we call “Digital Transformation Defined and Delivered.” We will work with you to improve how your customers are served and how your internal technological and organizational processes should be transformed to allow your company to be agile, fast and competitive.
Contact us
The authors of this article want to hear about the challenges you’re facing and welcome the opportunity to support your digital transformation initiatives to evolve your organization.
Michele Hoffman
Managing Director, Clarendon Partners
Email me directly: mhoffman@clarendonptrs.com
Kim Jackson
Consultant, Clarendon Partners
Email me directly: kjackson@clarendonptrs.com