Here's how you can navigate the potential drawbacks of remote work as an HR professional.
Navigating the potential drawbacks of remote work requires a strategic approach, especially for HR professionals. The shift to remote work has been significant, and while it offers many benefits, it also comes with unique challenges. As an HR professional, it's your role to ensure that the workforce remains productive, engaged, and connected, even when they're not in a traditional office setting. From isolation to communication barriers, there are several hurdles to overcome. However, with the right tools and strategies, you can turn these challenges into opportunities for growth and development within your organization.
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Robert WeatherlyDirector of Learning & Organizational Development at East Carolina University
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Paola LetzenHR Manager | Leadership & Team Development Specialist I Developing and managing projects with quality (PM) I People…
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Salimatou BaldéLearning and Development Specialist at FAO, United Nations 𝓲𝓭𝓮𝓷𝓽𝓲𝓽𝔂 .|. 𝓻𝓮𝓼𝓲𝓵𝓲𝓮𝓷𝓬𝓮 .|…
Identifying the issues that remote workers face is the first step in addressing them. Common problems include feelings of isolation, difficulty in separating work from personal life, and challenges in communication and collaboration. As an HR professional, you should conduct regular check-ins with employees to gather feedback and understand their concerns. This proactive approach allows you to tailor support and resources to meet their specific needs, ensuring that each team member feels heard and valued, no matter where they're working from.
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It's hard to imagine that an "HR" professional would struggle with concepts related to remote work, but like so many other areas it's always easier to give the right advice than to follow it yourself. Sound HR professionals should constantly conduct self-awareness exercises to ensure they're not falling into the traps of remote work - overwork, failing to set boundaries, and lacking the engagement built into many onsite roles. A "buddy" or coach can be helpful in helping you identify where you might be struggling, and participating in virtual training and development may help you forge remote friendships and relationships that will serve you in keeping momentum in your HR career.
Creating a sense of connection among remote employees is crucial for maintaining a cohesive team. You can facilitate virtual team-building activities or informal 'coffee chats' to encourage social interaction. Also, consider implementing peer recognition programs that allow employees to acknowledge each other's achievements. By fostering a supportive community, you'll help combat feelings of isolation and promote a positive remote work culture.
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Ante todo, naturalizar que el trabajo remoto es una modalidad de trabajo. Debemos potenciar y utilizar todas las herramientas que tenemos a nuestra mano, a un click de distancia. Facilitemos espacios de trabajo compartido, más allá de la distancia física. Estemos más allá del chat y los correos electrónicos, y aprovechemos herramientas que permitan la comunicación con voz y gestos. Fomentemos también charlas informales, al igual que en el entorno presencial, por su valor en la creación de vínculos. Podemos estar cerca, aunque nos encontremos físicamente distantes.
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So many remote work "experts" tout their use of virtual coffee hours, happy hours and other similar approaches to why their teams are successful. My advice is to avoid these contrived experiences and seek to include social interactions as the opening of most of your team engagements. Check in on your team members in one on ones - ask about their lives, their interests, or whatever is important to them. Just don't let these conversations hijack your work time - spend the first five minutes checking in and chatting, and then move into your meeting agendas.
Helping remote workers set boundaries between their professional and personal lives is essential for their well-being. Encourage employees to establish a dedicated workspace and to define their work hours clearly. Offer guidance on how to manage distractions at home and emphasize the importance of taking regular breaks. By supporting work-life balance, you'll contribute to a more satisfied and productive remote workforce.
Effective communication is the backbone of a successful remote team. Invest in reliable communication tools and establish clear protocols for their use. Encourage video calls for more personal interaction and ensure that all team members are comfortable with the technology. Regularly scheduled meetings, along with open channels for ad-hoc conversations, can help maintain clarity and prevent misunderstandings in a remote setting.
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Having remote workers in one's team implies in my opinion, a lot more than creating "spaces" for connection (virtual meetings, chats, etc...). Sense of belonging is a tricky, psychological factor which cannot only be created by ensuring regular meetings, calls or coffees. I think that it also requires integrating remote in all the HR processes and throughout the "employee lifecycle", from onboarding to outboarding. Otherwise, there is the risk to stay at superficial levels of communication, connection and integration for the remote worker and for the office-based team
Remote work demands a different set of skills and competencies. Offer training sessions focused on time management, digital literacy, and virtual collaboration. These should be designed to help employees adapt to remote work dynamics and stay updated with the latest tools and practices. Continuous learning opportunities show your commitment to employee development and can lead to increased engagement and job satisfaction.
Embrace the flexibility that remote work offers. Understand that employees may have varying personal circumstances that affect their availability and productivity. By accommodating different work schedules and being open to asynchronous work when possible, you respect individual needs while maintaining overall productivity. This flexibility can lead to a more trusting and loyal relationship between employees and the organization.
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Robert Weatherly
Director of Learning & Organizational Development at East Carolina University
(edited)Flexibility isn't just working from home or adjustable schedules, it's being able to set the tone that the work and results come first. When that focus becomes your mantra, the flexibility tends to take care of itself. Say you've got a massive project due next week, but not enough time in the work week left to finish it. Maybe allow yourself to take an afternoon break and pick up the rest of what you need to do over the weekend. I know - no one wants to work on their off-time, but if we're focused on results, our people will learn how to budget their time and resources to make ends meet. You'll be amazed at how those seeking flexible work arrangements will bend over backwards to deliver for you when you give them the autonomy to do so.
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