Everything I’ve learned about my team during lockdown

As our worlds have been turned upside down recently, many of us have been pushed into a new life of working from home. This has thrown up both opportunity and challenge - those with youngsters running around can probably testify to the challenge part! However, it has been a unique opportunity to re-engage with our families and surroundings and make long-lasting memories (I’m sure none of us will be forgetting 2020 in a hurry).

For once, the world is united in a singular vision; the hope that this crisis will be temporary and short-lived. Of course, the more realistic view is that the aftershocks will be with us for some time. From a professional perspective, we’re learning to be contingent in our thinking, accepting that there needs to be a new normal - rather than a return to normal. The actions we take now as business leaders, how we pivot, re-prioritise and redefine the work environment for our teams, will determine our potential to survive, and even thrive, in the months and years ahead. At Flexatal, our people are perhaps a little more familiar with working from home than the average bear. Even so, I’ve been floored by just how spirited and adaptable our team have proven themselves to be – I feel like we’ve discovered a lot about each other and the strength of our unit and am confident in saying there are learnings we will carry with us for a long time.

Their health should be a priority

This pandemic is a wake-up call in so many ways. To state the obvious, health is top of the agenda right now, not just the self-isolation, hand-washing sort, but the stuff that we don’t always see. It can be difficult to keep track of our employees’ health. We all know how easy it is to let the hours slide away as we work late to complete that presentation, get a head start on that next project, or diligently battle towards inbox zero. Overworking isn’t just an ‘in-the-office’ thing. In a recent survey, 82% of US tech professionals who work remotely said they felt burnt out, with 52% saying they end up working longer hours than they would in the office. And whilst the report noted these respondents did feel they had a better work-life balance, as many as 40% believed that they were expected to contribute more than those who do not work remotely, which might indicate a sense of overcontribution or lack of fulfilment.

We all know that the balance between getting results for the business and looking after your employees is a delicate one. The current crisis represents an amnesty of sorts for how we approach remote working. Putting the right foundations in place now will ensure we can create a remote environment where our colleagues feel satisfied and fulfilled in their contribution, rather than overworked, stressed – and dare I say, resentful? At Flexatal, we operate an Agile project management methodology that is more conducive to measuring output than activity. We work with our customers to encourage the same methodology; be clear on what you are looking to achieve and then trust in the quality of your people to achieve this. In light of global events, I would encourage other leaders to ensure their team is happy, healthy and fulfilled before chasing the next big win.

They really like each other

Even if working remotely is technically possible for your business, it’s worth noting that it can be hard to preserve company culture when everyone isn’t sharing the same physical space. Whether an introvert, extrovert or somewhere in between, regular connection and social interaction provides a massive boost to health and wellbeing. Of course, this is tricky at the moment. While I know lots of team members are friendly enough to chat of their own volition, I think it’s important not to rely on that. Take advantage of the many existing (and no doubt flourishing) video platforms to bring your people together in a social environment – we’ve been having virtual “town hall” meetings, as well as quizzes and catch-ups. We also encourage teams to reach out to one another without managerial intervention. Being able to see and interact with people, even via a screen, gives a sense of connection and triggers endorphins; fuel to keep spirits high. Enable those all-important water-cooler conversations that are the lifeblood of the office.

They appreciate clarity

These are strange times, and it’s natural that peoples’ ways of working might shift as they deal with change and anxiety (not to mention the needs of any children that might be around!). Clear expectations are great expectations. Allow remote workers to feel fulfilled with their contribution by setting clear expectations on working time and outputs – and be equally active in encouraging regular breaks, particularly for exercise and fresh air.

They are more adaptable than we could ever have dreamed

Without undermining the sober reality of this crisis, it’s ok to be on the lookout for positive learnings and future opportunities if you feel that your team have responded particularly well to working from home. Embrace the opportunity to provide a better work-life balance and a more flexible employee experience, and you could be rewarded with greater productivity, and employees that stick around longer – a recent survey found that 80% of employees said they would be more loyal to their employer if they had flexible work options. Flexatal will work the way the client needs us to, but we really do believe in the employee of the future, who can work anytime, anywhere and across any device.

They are individuals

Leaders need to be empathetic to the needs of the individual, recognising that one size does not fit all and thinking strategically when it comes to supporting a diverse workforce. Some are able to adapt to remote working more naturally, whilst others will need greater support and will take longer to get up to speed. Consider how you can work with respective strengths, weaknesses and needs and invest time in creating a holistic support network. This comes naturally to us; our people are encouraged to extend their personal and professional networks while benefiting from the support of the wider Flexatal community.

They have done more than enough to earn our trust

Finally, as leaders we need to recognise the value of trust. While our news feeds are full of the most harrowing stories imaginable, they are also full of some of the most heart-warming, as communities come together in a spirit of collective effort, resolve and contribution. The trust we put in others, to do the right thing, or to think about the common good has never been more noticed and rewarded. We must embrace this notion, leading by example, taking little leaps of faith with our team every day to demonstrate our trust in them and recognising a job well done. This doesn’t mean you need to relax any boundaries that are important to the business, taking the time to go over any weak areas is an important part of showing team members that you trust them and are willing to treat them as equals. I wish you and your colleagues good health, and hope we can reflect on these events as an industry in the months and years to come with a degree of pride – knowing we did all we can to make the necessary changes and work towards a common goal.

I’d love to hear what you’ve learned about your teams during this crisis. Share your thoughts with the #TalentVoices hashtag.