Do People Really Want Remote? Ask. Then Ask Again.

At PeopleNotTech we make software that measures and improves Psychological Safety in teams. If you care about it- talk to us about a demo at [email protected] ?

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Sometimes we make videos to just add a practical dimension to the theoretical articles and sometimes they end up as part of the resources in the software. Today’s video about the Remote Working Satisfaction Score, is mainly created to accompany some plays in our Dashboard’s Playbook.?

Nonetheless, it contains a few examples of questions as well because as ever, if there is a way to help those of you who do not have access to our software and instead have to do the human work in the absence of data and supporting tools, we’ll try to provide it.

Not only does the video signpost some of the questions you ought to ask to figure out how people feel about Working From Home right now, but some of the habitual ones useful going forward that will expose any insidious ways in which some negative thought pattern or disengaged behaviour may be creeping in with time.?

https://youtu.be/9N1TspAxMcQ

Remote working comes with a huge amount of new feelings and challenges and little to no thought has really been put into identifying and aiding those. The overwhelming majority of those emotions are positive judging by the overwhelming majority that want to remain working from home?to a degree which causes the #GreatResignation but we must remember people may feel disconnected, unproductive, unsure, unsafe, confused, needy or even guilty as well.?

Neither of these negative emotions necessarily mean they are overall dissatisfied with the remote set-up and want to return to the office though because they may well not be enough to outweigh the good of having a better life-work balance or a shorter commute so no assumptions are safe.?

This is why we need to ask and keep asking. The setup that’s right and desirable for a while may not remain so as time passes.?

Equally, integrating this as one of the variables in the team’s overall healthy dynamic and in particular in as far as the team’s Psychological Safety is concerned, is imperative as corroborating the data from the WFH Satisfaction barometer with the rest of the data on the dashboard will underline problem areas as well as what works well.?

We said this before but it’s worth repeating - there is a myriad of reasons why people may be more or less inclined to be in the office and we mustn’t assume one way or another. The only thing we advocate for because we know it’s a sine qua non condition to staying competitive talent-wise in this post-Covid digital age is that each team is given the permission to be fully flexible in terms of set-up.?

Come talk to us to see how your teammates really feel right now about doing any of their work remotely and keep checking routinely if you really care.?

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The 3 “commandments of Psychological Safety” to build high performing teams are:?Understand,?Measure?and?Improve

Read more about our Team Dashboard that measures and improves Psychological Safety at?www.peoplenottech.com?or reach out at?[email protected]?and let's help your teams become Psychologically Safe, healthy, happy and highly performant.

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