In 2021, the World Trend Index reported that 73% of employees wanted flexible remote work options. The latest insights from Gallup show the number dipping only slightly to 60% today. Remote-capable employees are getting what they want, as most are working in a hybrid or exclusively remote arrangement. But are leaders getting what they need to provide support and get results?
Welcome to the great EX-hybrid challenge. EX is the sum total of all the interactions employees have with people, processes, technologies, and their physical working environment. These are the elements necessary to promote engagement and productivity, and retention.
(Note to readers: We received a lot of valuable feedback on this post! People requested more detail on how to observe remote workers, so we expanded our previous post. Thank you for reading, and we hope the additions are helpful! )
I’m hearing this question a lot as remote and hybrid working have become the “new normal.” Operating virtually creates a genuine barrier, and we all know it. But it’s a barrier that skillful leaders can leap over.
Author: Jessica Miller
Kitchen tables, make-shift computer trays on car consoles, scribbling notes on the back of napkins… Working arrangements in 2020 looked a lot different due to the pandemic’s impact. We toughed it out one video call at a time, but all the while our mindset of what was “normal” was shifting and evolving, and so was the mindset of the global workforce. We truly are in a work-from-anywhere world now and like many of you, ALULA was curious about the impacts of that dramatic shift.
While we all see light at the end of this pandemic tunnel, one thing that will not end anytime soon is managing and engaging a remote work force.
“How do I know my remote team is just as productive as when I was able to see them in the office?”
“How do I know they are doing the right things in the right way? Are there metrics I can use?”
“How can I be sure my remote employees are fully engaged, even though I’m not around?”
I’m hearing these questions a lot as remote work has become the “new way of work.” As a leader, what can you do? Do you use keystroke counters and always-on cameras to see them—because you can’t fully trust them? Or, maybe you should “trust but verify?” Or, “trust and hope for the best?”
The advent and duration of the COVID-19 pandemic and the resulting need for many people to work remotely has accelerated the use of new, fast and frequently changing digital technology to solve business problems. Whether it has been the use of ever advancing technology like ZOOMSM or Microsoft® TEAMS or the fast-tracking of more complex technological processes like Telehealth, businesses are radically re-thinking how they are using technology, people and processes to survive and thrive in the current economy.
Recently I had the pleasure of moderating the first-ever virtual Women in Leadership panel at the American Biomanufacturing Summit. The panel consisted of senior female leaders of Allakos Inc, Amgen, bluebird bio, Roche, and Sangamo Therapeutics, Inc. Each of them brought a different and rich set of experiences and knowledge to the virtual table.
When I coach leaders, I often discuss how to keep people motivated. But COVID-19 has added a twist: “How can I motivate my teams—both in-office and remotely?” How do you keep people motivated when you’re not in the same building?
Much has been written about life during COVID, including the endless Zoom conferences, challenges with work/life balance and homeschooling, and the unusual work-from-home situation that forced family members to spend more time than usual together. On the work front, people describe how working from home has muddied the waters on roles and responsibilities. Communication and decision-making have become much more complicated.
A client recently asked: How do I lead my team effectively when we’re never in the same space, and many things can’t be done the way we used to do them? How do I consider each team member’s personal challenges, while still creating an environment for high performance? What does high performance even mean right now?
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