Raise your hand if you think our lives will go back to the way they were before the Pandemic. Will we all go back to work in the office, factory, restaurant, hair salon, construction site, or any of the many venues where people produce goods and services, performing the same way we did?
It seems that WFH (working from home) has been the avenue to survive for many companies and a way to keep valuable team members employed and productive. Teachers are at their homes utilizing Zoom or other applications. Recruiters are doing virtual interviews. Friends and relatives are staying connected and updated through virtual means. CEO’s are using Zoom for board meetings. There are a growing number of examples of how ceasing F2F (face to face) is being mandated by the pandemic, with success bursting through. Everywhere we turn we see suggestions on how to do it. Many are predicting a major shift to WFH even when we get the “all clear” from health and government leaders. I thought it would be fun to look at what is now good, bad, and yet
TBD (to be determined).
The Good
➖Cost of office space reduced for employers
➖Reduce or eliminate employee commute time (1-3 hours) saving expense for transportation, wear and tear on employees, environmental impact, cost of road repair, traffic reduction
➖Increase the likelihood that employers can hire the best fit employees – not geography limited and no relocation cost, no temporary housing, etc.
➖
➖ WFH allows for a better diet, more exercise, and a generally healthier lifestyle as we reinvest the former commute times.
➖”I can attain and create a casual atmosphere at home allowing me to relax, create, and perform to my maximum potential”. (District Manager)
➖”I have achieved a better work-life balance as I have the flexibility to go to my kid’s events and work around them.” (Manager of a service business)
The Bad
➖Where will the available home space be for an office (spare bedroom, garage, dining room table, etc.? It may not be available.
➖The cost of duplicate technology and furniture could be prohibitive for smaller companies. (Telephone, WI-FI, computer, printer, etc.)
➖Negative Impact on the economy as office rentals decline if there is not a repurpose of the space.
➖ “Working from home means there is work creep into family time. The physical act of leaving the office no longer creates the start and end of the workday. People expect responses at all hours and days of the week. What’s a weekend?” (CEO of a non-profit organization).
➖ “I am likely a bit old fashioned, but I am convinced you can’t replace face to face teaching for the depth of thought that is provoked. You can transmit information remotely and those who are strongly motivated may be able to digest and learn it, but most students are not so motivated. Even with the most motivated students, there is no replacing the Socratic method of asking questions and getting prompt responses and counter-responses in a classroom. The instant feedback and immediate counseling that happen in a classroom can’t happen the same way remotely. In my mind the list of reasons to avoid remote learning and stick with F2F are innumerable.” (High School Teacher)
➖”I must do a lot of work after my two young children go to bed as both of us parents WFH”. (Neighbor)
➖”The varying technological skills of employees mean that collaboration can be harder. Training is required.” (Small business owner)
➖”Have been using zoom for foundation board meetings with the following differences from office based communication:
-miss the lack of relationship building using zoom especially with new contacts/team members/board members
-not able to “read” face to face facial expressions and body language
-less spontaneous group interaction
-not able to graph or draw out problem solving and or planning frameworks (my lack of competence with tool)
-miss handshake, touch on shoulder or pat on the back
-seems frequent technical and or operational issues with participants thru the learning curve
(CEO of a Hospital)
TBD (To be determined)
➖Office sharing (hoteling space) potential for those who travel is developing.
➖Getting the right technology and ensuring data security will be a priority.
➖Will the minimization of F2F Impact creating new ideas or stifle creativity through casual discussions?
➖Will the networking benefits of F2F impact be reduced?
➖ WFH create Child care issues or can solutions be found by sharing care with collages, neighbors, Church, etc.)
caption➖Will, there be a combination of WFH and F2F – one to three days per week based on objectives ( group meetings, morale-boosting, information sharing, etc.)
➖Staying productive means always moving forward, improving the atmosphere, and anticipating the next pressure or change.
Keep stepping forward.
Productivity is proven by results rather than being “seen to be available.”
Hints
-Leaders must have confidence in their staff who WFH. If you have a supervisor who needs to hover over their charges, you must determine whether they can be developed or they must be moved.
➖You must choose employees you can trust. Recruiters must adjust to screening for WFH employees based on integrity, trust, the ability to be a self-starter, and self-disciplined, as well as the attributes and skills necessary to perform up to expectations.
➖Develop metrics to measure success preventing a “gut feel” standard or a “seems busy” standard. This should be a collaborative effort with HR, the employees, and the boss. Productivity is proven by results rather than “being seen to be available”.
➖If you have a motivation or discipline distraction issues, create a ‘working zone’ and use signs if it helps you or others in the house.
➖ Try working in a different room to where you will start/end your day, so you can have a psychological transition ‘to’ and ‘from’ work.
➖ Get dressed in the morning to prepare you mentally, the way you have always done it.
➖Set reasonable break times to prevent burnout, dehydration, or exhaustion.
➖ Start virtual meetings by agreeing to processes or a system to ensure everyone involved gets an equal amount of time to speak
-Use chat features on your virtual meetings to provide opportunities for feedback and discussion.
-follow an agenda to keep focused.
Tips
➖ Wake up at the same time as you would typically go into the office, and use the commute time to read or listen to an educational podcast.
➖If you need background noise to stimulate your thoughts, put on some low music or white noise.
➖Take breaks to get outside, ride a bike, go to the gym, hike, or just breathe fresh air.
➖Share project updates, practical health advice, and emotional advice routinely.
➖Provide an open forum Zoom for staff to ask questions and receive instant feedback, much like popping into the office in a F2F environment.
➖Share updates through video and live broadcasting including a video from the Chief Executive or owner.
➖Create an employee appreciation campaign and celebrate them on Zoom and send balloons, cards, or flowers.
-Check up on staff welfare through surveys since you cannot assess them F2F.
I worked from home most of my 40-year career, 1-4 days per week depending on which job. I lived 30 minutes to three hours from a regional office so remote was the only option at times. Most of that time was before the development of today’s technology so I can appreciate the opportunity it creates. I would recommend that every business that has gone from F2F to WFH develop their own “good, bad, and TBD”. This is opportunity knocking for those who do it right and an anchor for others.
Garry G. Garretson
Clair Jones
Others
