Why Twitter May Be an Outlier When It Comes to Long-Term Remote Working

Many workers and managers took note when Twitter said its employees could remain working from home for as long as they liked – and many expected a tidal wave of other companies to follow suit. Yet, not every company is willing, able or suited to make the transition to regular remote working.

To determine if this arrangement works for a given business, it helps to examine the pros and cons of working from home.

Some of the pros include:

1. Flexibility (and talented employees who appreciate this flexibility): You can draw from a broader global talent pool when you offer greater flexibility – workers can manage dentist appointments, visits from the plumber, workouts and more when they have greater flexibility in setting and maintaining their hours.

2. Time: Along those same lines, employees can save a significant amount of time when they don’t have to worry about commuting (not to mention the environmental benefits) or spending as much time getting ready each morning. This is more time people can dedicate to their jobs and/or personal pursuits.

3. Productivity: Many team members report increased productivity and innovation from working at home. Likewise, the technology tools to support this are better than ever.

4. Loyalty: Employees stay with businesses they deem appreciative of their talents and flexible with time. Companies may have to spend less time hiring and training when their workforce stays longer.

On the other hand, some of the cons are:

1. Training: When you do have new employees, training and onboarding can be more difficult, entail extra steps and take longer.

2. Relationships: Building connections with coworkers often happens while pouring a cup of coffee, walking to meetings or enjoying a meal. All of these interactions can add up to a stronger team, and this is harder to forge when everyone is at home.

3. Work-life balance: The lines between work and home can quickly become blurred when you are working at home. Some people will struggle to balance commitments on one or both ends.

4. ·Endless distractions: Young kids, barking dogs, technology issues, ringing doorbells – the list of potential distractions is endless and some workers will struggle to stay focused in light of all of these.

Ultimately, companies will need to determine how effective their workforce is at home and whether that is sustainable for the long term. In the meantime, focusing on employee dynamics, productivity and morale can bolster greater at-home success.

6 Top Tips for Managing Remote Employees

More than ever, people are working – and managing other people – from home offices. Some companies are finding the transition surprisingly successful and plan to continue it indefinitely while others may struggle with time management and accountability, among other issues.

If you find yourself suddenly managing remote employees, these 6 top tips will help you and your team succeed in this new environment:

1.      Share in both the pains and the gains. Unless your office had many remote employees previously, this may be a big challenge for everyone involved. Issues can include lack of face time, communication challenges, technology issues, and the many distractions of family, pets and home life. Let your team know that you recognize these challenges and that you’re facing them yourself. Likewise, let them know that you see their efforts and celebrate the good that is happening.

2.      Ensure that everyone has the right tools and technology. Just like school districts have had to scrounge to supply tablets and laptops to students in need, many of your employees may need assistance in procuring the technology and tools they need in an at-home environment. These items may include a laptop, policy manuals, a corporate credit card, a headset and a phone, for example. Make sure that security and privacy remain paramount in your offsite work.

3.      Establish clear expectations. Based on the work and the employee, expectations may vary, but it is important to set guidelines from the start so that your team doesn’t drift off every day at 3 p.m. (that doesn’t mean you shouldn’t let them leave a little early on Friday if all work is satisfactorily completed). This can include start and end times, email and voicemail response times, resolving X issues an hour and other specific deadlines. Determine how much of this work needs to be documented and how it should be done.

4.      Stay connected. When you are suddenly and indefinitely away from the office, you may quickly realize how much you miss those water-cooler interactions, the birthday celebrations and the impromptu lunches. With that in mind, make an effort to conduct regular team meetings where everyone has a chance to participate and to see each other’s faces. This can provide connection, communication and a chance to check in. Make sure all team meetings include an agenda. You can also check in with individual employees on a regular basis.

5.      Pay attention to budgets. While remote work can save money in the long run if you give up expensive office space, this work can also be costly in the short term if you are paying for your regular physical space while also supporting everyone’s technology needs at home. Particularly if you are in charge of a budget, pay attention to charges and costs throughout your remote working time.

6.      Communicate, communicate, communicate. Email and texts can easily be misinterpreted and days away from the office may turn into weeks and months. Make sure you are regularly communicating with your team and your managers and letting your group know what is coming and what to expect.

Finally, be patient. Change always takes time. Give yourself and your team the time and space they need to get settled and to begin moving ahead proactively.