COVID-19 turned our lives upside down and lockdown forced millions of people to suddenly give up their office routine and relocate their desk to the kitchen table. As we discussed in a previous article on this topic, these changes came with several challenges. But it’s not only individuals who are affected by all these. Companies lose billions while being forced to rethink employment, advertising, and even their business models.
Suddenly a good portion of the workforce finds itself working remote. If you’re an HR professional or manager who had new hires lined up pre-pandemic, you might be wondering how to onboard remotely. When you’re already dealing with an experimental distributed workplace, bringing on a new team member might seem at best, daunting, and, at worst, a nightmare.
Transparency may seem like a corporate buzzword, but it actually has real-world benefits. According to a recent poll, two thirds of consumers would spend more if it meant buying from a transparent company, and 94 percent of consumers rank transparency as the biggest factor in brand loyalty.
Flexible work is no longer just a trend. And remote working — mostly from home during this pandemic — comes with a unique set of challenges. While none outweigh the overall benefits of distributed teams, leaders do need to shift their management and processes to get the best results from a remote workforce.
Can you imagine rolling out of bed, turning on your desktop and being at work? This is a reality for many workers, now more than ever before. Thirty-second commute aside, there are certainly challenges when it comes to working remotely. How can you reach an effective collaboration with colleagues that are thousands of miles away? How can managers allocate workload for a team that’s spread across the world?
Remote work delivered by a virtual team has been an increasingly popular workplace trend over the past decade. However, given the COVID-19 pandemic, the entire global workforce is participating in a mass work from home experiment. A recent MIT survey found that more than 34 percent of workers switched to telecommuting in April due to stay-at-home orders.
In 2019, remote employment secured its position as more than just a trend but as a mainstay in American business. With 62 percent professionals working on a remote basis either full-time or at some frequency, according to Owl Labs’ State of Remote Work Survey, remote work was quickly becoming the norm.
In 2020, this flexible option has abruptly become mandatory. In the economics of the Coronavirus pandemic, organizations were forced to switch in order to survive. And for this purpose, they need to keep their remote teams virtually connected, no matter how spread out they are. Not only to drive connection between employees, but also to ensure productivity.
The core concept of working from home has changed overnight. Instead of making a choice when the context was right, millions of people are now forced to work from home during a crisis that affects and even threatens their lives and the lives of those they hold dear. Our way of living turned upside down and we are forced to readjust without prior notice. As a result, even if previous studies have shown incredible benefits in favor of remote working, most of those do not apply in the current situation.
Gone are the days when companies had everybody working physically side-by-side and remote teams were scarce. The future of work is upon us, by choice or by context. And now more than ever, it has become vital for any business to streamline its communication flow and enable access to the company’s life to all their employees, regardless of where these are located.
We already talked about how to communicate more effectively and avoid arguments at work. But what should you do when all strategies fail, and you find yourself in the middle of a tense situation at work? Reading the advice we compiled in this article will hopefully help you navigate these muddy waters.
