Alone but not lonely? How to create a feeling of inclusivity in a remote work setting!
The past few years have fundamentally changed the ways in which we show up to work – literally.?
Obviously, depending on the job description, our work commute has transformed significantly. Not too long ago, a forty-five-minute train ride for five days a week was never a questionable practice. However, our commute today consists of three things:??
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This type of commute is now the reality for many of us, at least for a few times a week.??
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This newfound freedom opened the gates for new interesting scenarios. Terms such as “workcation” or “hybrid” have found their way into our professional vocabulary. So sometimes, we are not even residing on the same continent anymore, when participating in a daily virtual check-in call with the team.?
While the possibility to log onto a zoom call from Portugal to escape the cold is a tempting thought, this decrease in personal connection has been summarized as challenging and isolating by some. How can you, as a company or leader, handle your employee’s fear of being overlooked or forgotten when working from home? How can you acknowledge the entirety of measures we need to take in order to live a successful future of work??
As was confirmed by BCG’s global survey, conducted in October 2022, “there is more to driving a better future of work than setting a policy regarding hybrid or remote work. A better future of work will require company efforts to drive improvements in leadership, culture, customers, talent, learning, reskilling, and more.”??
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What areas do we oftentimes overlook when trying to foster inclusivity in a remote work setting???
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??Technology: An aspect often not acknowledged: offering employees fully remote onboarding is the new normal! But: they deserve to be set up for success right from the start. That begins in your IT department. Not providing the same level of support virtually will naturally exclude people who are not as savvy when it comes to technology.??
??Habits: A study by MIT (1997) found that the likelihood of regular communication between employees declines drastically once their distance of separation reaches 20 meters. Imagine what that means for the connection of employees working remotely. Break up the filter bubbles and strong-tie networks. Create flows of ideas between locations which may not appear to have anything to talk about: they do!??
??Reflection: Offering employees a space in which they are free to talk about their experience and voice their thoughts is crucial to avoiding misunderstandings and conflict. For a strategy to be effective, it needs to be judged by the ones most affected by it! Your employees should feel like they can be brutally honest with you.?
??Opportunities: It is our human tendency to work with what we have got in front of us. However, that may not always be the best approach. To prevent anxiety or fear of being overlooked, keep track of your employees’ goals, and wishes: what are their special interests? Allocate opportunities based on those factors and not just accessibility.??
??Invitations: Leading inclusively also means providing your employees with opportunities to share their expertise on challenges and tasks. An email, slack message or call poses a bigger barrier for your employees than an over-the-desk comment. Your scope will naturally widen as well.??
??Resources: Make your values and standing know right from the start. Do not leave your employees with the responsibility to find every resource on their own! Who can they talk to when wishing to participate in an initiative or affinity group! Do you know some with similar interests? Create a connection!??
In your opinion, what other parts are usually overlooked when aiming for a feeling of inclusivity???
Have you been able to voice your opinion????
Strategy Director | BCG BrightHouse
2 年Elisabeth Wierczoch