Meta Description: Remote work will continue; however, let’s clarify that working remotely is not the solution to the numerous significant issues that torment the workforce.
Most Important Things for Building a Remote Work Infrastructure
Best practices for the remote workforce aren’t covered by the “HR school” or discussed from a design and architectural viewpoint during SHRM webinars. In the vast majority of stretched, under-funded HR teams in corporate America, it’s sink or swim. So, where do you begin if you’re the owner of a company or HR manager?
The first and perhaps most important thing is to not make the mistake of attempting to DIY (do it yourself). Hiring a professional with a “head of remote” title is now the latest “craze” for many businesses with remote employees.
Here are a few of the most crucial things to build an infrastructure for remote work that’s working:
Personally Oversee all Training And Upskilling
Training videos or instructors with no specialized training will fail to develop and implement guidelines for successful remote employees. It’s a hands-on training exercise for the HR team and other leadership to acquire this right.
Perform with Internal Teams to Record all Processes
The buck has to stop with each team leader to create documentation of the procedures. In the absence of that, all employees are in the dark about their work and the work of other teams. This is a recipe for disaster for remote employee engagement and retention since visibility implies increased motivation and the potential for continuous improvement.
Assess Existing Tools and Make Sure they Intercommunicate
Time to fire those APIs and integrations to create interoperability. If not, employees’ frustration due to ineffective systems or poor instruction will spill over into resignations and even zombie work.
Manipulate anticipations from leadership and employees
All of it starts by managing expectations regarding timelines and rollouts and any roadmap for a product. If this process is poorly managed, the leadership will end the process and return to command and control, putting the company back in terms of talent effectiveness and engagement of employees.
Celebrate smallish successes to avoid losing momentum
Acknowledge all the competencies of gardeners who work hard and are dedicated to building and growing your business. It’s a crucial part of a successful approach to performance management. They are creating an employee experience that results in greater satisfaction at work. If you fail to make sure team members are valued, they’ll quit.
Undertake a long-term remote cultural conversion
This is perhaps the most rigid portion of it all. The patience is usually short, and complaints are common. However, don’t let HR managers be left to their devices. A well-functioning system and effective internal communication can help change your company culture to adapt to the changing reality of remote work.
If the HR department you are trying to squeeze further doesn’t seem to address your problems with remote work and retention, think about bringing on an experienced remote head. It may protect your business from having to face the reality of an in-person confrontation.