What do you do if your team members are resistant to remote work policies and practices?

In my experience, when some team members resist remote work, it's essential to listen to their concerns first. Take the time to hear them out in one-on-one talks or team meetings where everyone gets a chance to speak up. By listening, you show that you value their thoughts and fears. For instance, one of my colleagues was worried about the lack of communication in remote work settings. By listening to her concerns, we found a simple solution: scheduling regular video calls to maintain open communication channels. This approach not only builds trust but also helps find compromises that suit both the company's policies and the team's needs.

Start by understanding the specific concerns and challenges that your team members have regarding remote work. Listen to their feedback and be empathetic to their individual circumstances and preferences.

Escuchar activamente a mi equipo en momentos de resistencia es como analizar un conjunto de datos complejos en bioquímica. Cada voz aporta una perspectiva única, como cada compuesto en una reacción enzimática. Al comprender las preocupaciones de mis colegas, puedo identificar los elementos clave que están impidiendo la adopción del trabajo remoto. Este enfoque me permite dise?ar soluciones específicas que aborden sus inquietudes y promuevan la colaboración, al igual que encontrar el sustrato adecuado para una enzima.

I believe in adopting a design thinking perspective when tackling resistance to remote work policies and practices. Nowadays, upper management is the one resisting remote positions, sometimes without an apparent reason. Returning to our discussion, we should listen actively to our team's concerns and make sure we are using our empathy hat. Understanding the underlying reasons for resistance enables us to identify pain points and design solutions that address these issues effectively. Moreover, if we include the team members in the decision-making process, we foster a collaborative environment where everyone feels heard and valued, ultimately leading to greater acceptance.

When listening to people, it is necessary to understand the reality and needs of each and also involves them in the construction of a work schedule that is realistic given the needs of the area and the company. Transparency regarding the possibilities for adjustments will be fundamental in this conversation.

WFH / remote work benefits enable staff to achieve extra health WINS such as additional sleep, spending more time with family, exercising, or preparing healthier meals. ? Helps people take better care of their mental health (80%) ? Decreases their level of stress (83%) ? Increases the time they spend exercising (67%) Plus: 1. ?? Cost Savings: Remote workers save an average of $4,000 annually due to reduced commuting and lunch expenses. 2. ?? Productivity Boost: 90% of employees report increased productivity while working from home, attributing it to fewer distractions. 3. ?? Company Flexibility: 56% of companies now allow remote work, indicating widespread acceptance of this flexible work arrangement.

It is necessary to reflect with the team on the positive impacts of the hybrid model in general and also on mental health, such as interaction with colleagues from other areas, greater agility in resolving conflicts and problems, breaks, better balance between personal and professional life, by experiencing both environments (internal and external), reducing time spent commuting and the possibility of adapting the work environment to your needs.

Es fundamental educar a tu equipo sobre los beneficios del trabajo remoto, pero también es importante personalizar la formación según las necesidades individuales. Además de resaltar la flexibilidad y el equilibrio entre vida laboral y personal, podrías proporcionar ejemplos específicos sobre cómo el trabajo remoto puede mejorar la productividad. Por ejemplo, podrías mostrar estudios que demuestran que los empleados remotos a menudo son más productivos debido a la reducción de distracciones en la oficina. Además, ofrece sesiones de capacitación individualizada para abordar las preocupaciones tecnológicas y garantizar que todos estén cómodos con las herramientas necesarias para el trabajo remoto.

Resistance is normally caused by the unknown of what's next. After you've heard from your team on why they aren't fond of remote work, find educational solutions as to why it's beneficial and resources that will help them be successful.

After addressing my team's concerns, it's essential to educate them on the benefits and best practices of remote work. I would emphasize how remote work offers increased flexibility and better work-life balance, illustrating with clear examples of its productivity compared to traditional office work. Equipping the team with the necessary tools and processes to support remote work is crucial, and providing training sessions to build their confidence in using technology effectively is a proactive step towards successful remote collaboration.

Al adaptar las políticas de trabajo remoto, es crucial tener en cuenta las necesidades individuales de tu equipo. Podrías ofrecer opciones flexibles, como un modelo híbrido que combine días de trabajo en la oficina con días remotos. Además, considera ajustar los horarios para acomodar diferentes zonas horarias o preferencias personales. Por ejemplo, podrías permitir que los empleados elijan sus propios horarios de trabajo dentro de ciertos límites. Esto muestra que valoras su bienestar y les brindas autonomía, lo que puede aumentar la aceptación del trabajo remoto dentro del equipo..

Después de comprender las preocupaciones específicas de tu equipo en el laboratorio clínico y educarlos sobre los beneficios del trabajo remoto, considera adaptar tus políticas para optimizar la eficiencia del laboratorio. Por ejemplo, podrías implementar sistemas de gestión de muestras en línea que permitan a los empleados acceder y procesar datos desde cualquier ubicación remota. Esta flexibilidad podría mejorar la productividad del laboratorio sin comprometer la calidad de los resultados, abordando así las preocupaciones del equipo y aprovechando al máximo los beneficios del trabajo remoto.

Policies are always guidelines so flexible also, so by adopting Policies as per the major contributions of your team members about remote work during listening phase must be acknowledged. It will be a win win situation for a leader, you team will be motivated due to this acknowledgement and the problem of resistance to remote work will also be sorted. So never miss #Action part.

Create realistic policies that you can also implement into your day-to-day life. If this is a newer change, count on there being an adjustment period, and do not stray from what you came up with.

Be flexible in reviewing and adjusting policies to address specific concerns. Involve team members in the process to ensure their needs are considered, and the policies are fair and effective.

Continuously highlight the advantages of remote work, emphasizing how it aligns with personal and professional goals. Showcase real examples of how remote work has improved outcomes for individuals and teams.

Es importante reforzar constantemente los beneficios del trabajo remoto para mantener la motivación y el compromiso del equipo. Comparte regularmente historias de éxito de equipos remotos para inspirar confianza y destacar cómo el trabajo remoto puede conducir a una mayor concentración y satisfacción laboral. Además, resalta las ventajas tangibles, como el ahorro de tiempo en desplazamientos y la libertad para crear un entorno de trabajo personalizado. Por ejemplo, podrías organizar reuniones periódicas donde los empleados compartan sus experiencias positivas con el trabajo remoto y cómo les ha beneficiado en términos de calidad de vida y rendimiento laboral.

Es importante reforzar constantemente los beneficios del trabajo remoto en el laboratorio clínico. Comparte historias de éxito de equipos remotos y destaca cómo el trabajo a distancia puede mejorar el enfoque, la productividad y la satisfacción laboral. Subraya las ventajas, como evitar los tiempos de desplazamiento y tener la capacidad de dise?ar un entorno de trabajo personalizado. Al resaltar estos beneficios, puedes cambiar la perspectiva de ver el trabajo remoto como un desafío a considerarlo como una oportunidad para el equipo.

Keep reminding your team about the good things about working remotely. Tell them about other teams that have done well working remotely and how it can help them focus more, get more done, and enjoy their jobs more. Point out the advantages like not having to travel to work and being able to set up their workspace the way they like. By talking about these benefits, you can help your team see remote work as a chance to do better, instead of just a problem.

Be available to provide ongoing support and guidance to team members as they navigate the challenges of remote work. Encourage an open-door policy where team members feel comfortable reaching out with questions, concerns, or feedback.

Ofrecer un apoyo continuo es clave durante la transición al trabajo remoto. Esto implica estar disponible para responder preguntas, resolver problemas y ofrecer orientación sobre el equilibrio entre vida laboral y personal. Además de establecer reuniones regulares para hacer seguimiento del progreso, podrías implementar un sistema de mentoría donde los empleados más experimentados brinden asesoramiento a los que están menos familiarizados con el trabajo remoto. Por ejemplo, podrías crear grupos de discusión donde se compartan consejos prácticos para mantener la productividad y la salud mental mientras se trabaja desde casa.

Providing ongoing support is crucial as the team transitions to remote work. Being readily available to answer questions, troubleshoot issues, and offer guidance on managing work-life balance is essential for their success. Establishing regular check-ins to monitor progress and address any emerging concerns demonstrates a commitment to their well-being and success in the remote environment. This level of support fosters a sense of trust and collaboration, ultimately contributing to the team's overall effectiveness and productivity in the remote setting.

Ofrecer apoyo continuo es crucial mientras tu equipo se adapta al trabajo remoto en el laboratorio clínico. Estar disponible para responder preguntas, solucionar problemas y ofrecer orientación sobre el equilibrio entre trabajo y vida personal es fundamental. Establece reuniones periódicas para monitorear el progreso y abordar cualquier nueva inquietud que surja. Brindar este nivel de apoyo no solo facilita la transición, sino que también demuestra tu compromiso con el éxito de tu equipo en un entorno remoto.

Offer resources and assistance to help team members overcome challenges related to remote work. This could include access to technology tools, training programs, or mental health support.

Celebrate successes and milestones related to remote work, such as meeting project deadlines, achieving team goals, or successfully implementing new remote work practices. Recognize and reward team members for their efforts and contributions to remote work success.

Recognizing and celebrating the progress your team makes in adapting to remote work is essential. It's vital to acknowledge both small wins and major milestones along the way. Celebrating these achievements not only boosts morale but also reinforces the positive aspects of remote work. Recognition serves as a powerful motivator for your team to embrace new policies and practices with more openness and enthusiasm, ultimately fostering a more positive and productive remote work environment.

Por último, reconoce y celebra el progreso que tu equipo logra al adaptarse al trabajo remoto en el laboratorio clínico. Reconoce tanto los logros peque?os como los hitos importantes. Celebrar estos logros puede impulsar la moral y reforzar los aspectos positivos del trabajo remoto. El reconocimiento también puede servir como un motivador poderoso para que tu equipo adopte nuevas políticas y prácticas con más apertura y entusiasmo.

Acknowledge and celebrate milestones and achievements related to remote work. Recognize individual and team efforts to motivate and reinforce the positive aspects of remote work.

Don't forget to celebrate the steps your team takes as they get used to remote work. Whether it's small victories or big milestones, make sure to give them credit. Celebrating these successes can make your team feel good and remind them of the good things about working remotely. It can also encourage them to keep going and be more open to new ways of working.

Si los miembros del equipo se resisten a las políticas y prácticas de trabajo remoto algo hemos hecho mal, de inicio. Cualquier cambio en la forma de trabajar, en la cultura, requiere liderazgo y eso implica ponerse a su servicio y desarrollar sus alas, si eso no lo hemos hecho antes no vuelan, no se comprometen y no se adaptan. Hay que ir un paso antes: implicar, para eso es necesario que participen en la decisión, que vean sus beneficios y que se le demuestren con el ejemplo. Es raro que nadie esté a favor, el que lo está será un gran aliado, a los demás hay que lograr que alcancen el nivel. Si lo hemos hecho mal, hay que escuchar cierto. Apoyar y buscar el camino. Incluso volver al inicio, eso que antes no hemos hecho.

One thing that I have seen is remote work literally drains you out. The main assumption is that you are available 24x7. What this does is prompts smart people to come up with innovative ways to beat the system. If you want to remove uncomfortable things, then first design policies which are employee friendly. And not one which treats you like a robot.

All of the above is valid, always listen, always try and seek for harmony. But… Unpopular opinion: is it always the ‘right thing’ to do? One of three things have happened to me when asking people to follow already thought through rules (for I assume remote policies have been issued with some thinking behind it): people accept them as they are, people ask for exception based on fair reasons and stick to the rules you have defined together, people struggle to follow rules. In this last group you might have bona fide forgetful people or people that simple do not want to follow the rules. Either ways it is unfair to those that follow the rules.

When faced with resistance to remote work policies, it's key to foster open communication to understand team members' concerns. It's essential to provide education and training on remote work practices to build confidence and address any misconceptions. Please be flexible in adapting policies and promote work-life balance to ensure successful remote work implementation.

What is mentioned above is all good advice. As a leader/manager of a team going remote, you need to understand why this change is being made. The leader must understand and voice their questions and concerns to management to better equip themself to talk with their team. Get in the right mindset and be prepared to actively listen to your team. Don't interrupt, but allow for openness. Pay attention to body language, tone, etc... to gauge next steps with individuals. This can be good for some and not good for others. You will have emotions as well. It is ok to be vulnerable with your team, but don't let your emotions dominate. This will be a process and won't be comfortable for all. Be there for your team and help them through the transition.