How can we rethink the office dynamics when employees are working from home?
Organizational culture has been around since the 1950s, although became popularly known as company culture in the 1980s and beyond.
Many organizations have strived to create the right company culture but how can you rebuild it in a post pandemic world when the majority of your workers may be working from home?
Here are some ways in which managers can stay connected and create a positive work culture for all:
1.????????COMMUNICATION:?My biggest tip for managers who are now faced with managing a team of remote workers is to communicate regularly (Shocker!). Whether that is direct messages, team messages or even a 5 minute online meeting every morning to check in on everybody.?That being said, do not create online meetings for the sake of having them as this will come across as disingenuous and show a lack of trust. Even spending a few moments talking about personal matters during those calls can go a long way.
It boils down to making every meeting meaningful for all attendees.
Be clear on your expectations of how people communicate with each other.?Do you use Slack, Teams or other forms of online meetings or are some meetings held purely on a conference call? ?Do your team members know when to phone you, versus sending you a direct message or email and are you encouraging them to stay plugged in my messaging them late at night and at weekends (see below tip)?
?2.????????ONBOARDING:?What previously may have existed in an office-based environment will need to be reviewed as it is unlikely to work online.?Carefully consider whether your onboarding process now works for remote workers and how can you recreate that first, warm and welcoming impression?
?Consider Creating a Day one checklist or an information pack – What paperwork is required, Accounts information, job role context, what systems and tools does the organization use, what products or services are sold, introduction to the team, who does what and who they need to go to get help.?
?Yes, your products, services, technology and processes are important but, when it comes down to it, it’s your people, both current and future, which will really set your organisation apart in this next era of work so ensure the people section is kept up to date regularly.?You may even want to consider assigning a ‘buddy’ who can speak to them regularly to check on progress. This informal network created over time when starting in a new place needs to be propped a bit while working remotely. We are working hard at Amber Studio on this crucial first steps, often times wondering how we could better it as every case is different.
?3.????????MENTAL HEALTH RESOURCES:?According to the Chartered Institute of Personnel & Development (CIPD), 77 per cent of employees working from home are continuing to work when unwell, highlighting that ‘always on’ work culture.?
As a manager, what are you doing to ensure this is not encouraged??You should assess workloads (both individual and team workloads), reinforce your expectations about employees working from home taking regular breaks and lead by example.
I am culprit of sending late messages and working during the weekend. If you do it too, it's important to clarify that you aren’t expecting answers during those times. Else, you are stressing your team out. Better, try this Outlook feature that offers to defer the sending of messages.
Additionally, what mental health resources are in place to help maintain a healthy work/life balance??If your answer is nothing, then you may want to consider implementing an employee assistance program (EAP) or other forms of support. It is especially important in places where the health system is burdened and access to specialists is spotty. At the same time, in my personal experience, EAP programs can be hit-or-miss or very lacking. Offering solid benefits (medical insurance that covers para-medical services) can also help.
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4.????????RECOGNITION & PERFORMANCE:?It’s harder to be seen when working remotely and so therefore great work goes unnoticed and poor performance remains unchallenged.?Ensure you build in regular one to one meeting with employees and be clear on your expectations through setting out KPIs or regular team and individual goals. Even simple goals like settings reasonable expectations for the week after will do. I am still referring to the dated SMART goals for that reason.
Acknowledgement of a job well done goes a long way – it may be a simple team wide well done through Slack or Teams. Maybe a thank you card, or small gift will surprise and delight, but what works even better is empowering people and giving them opportunities to develop their career (and subsequently improve their wages).
5.????????????FACE TO FACE GET TOGETHERS – If there is an opportunity for a team get-together, take it. Working remotely can feel isolating and team members may start to feel disconnected to each other.?Communication skills training teaches managers that a lot of communication involves non-verbal clues, which are often difficult to pick up through a screen.?Enabling teams to get together reinforces reconnection and increases engagement levels.?Adding in recognition, these get togethers can really boost trust and team cohesiveness.?
Offer choices of what activities you could do together or take it in turns to organise and lead something.??Buy a murder mystery to solve together, a jigsaw puzzle or board game.??Get creative in your approach and align something that suits the personalities of team members or reinforces the culture you are trying to achieve.
Want something work related??Host a brainstorming session and create a team strategy for the next 6-12 months; hold a team lunch and ask each team member to present something they have been working on. ?How about an organizational scavenger hunt – asking specific to the organization that directs them to the next clue (fun, in know!). Host a lunch and learn and invite a different team to join you – each department can talk about what they have been working on. I would avoid asking people to come to the office for the whole day if it is not justified by such activities. It offers additional flexibility and will avoid people experiencing the potential frustration of doing their usual tasks (emails, calls) while at the office.
?If you are unable to meet up face to face, there is also an opportunity for online team get togethers.?Depending on team dynamics, there is a plethora of ideas for remote get togethers that, if done in the right way, will reconnect people and remind them of the value of team working.?An online escape room that can help with collaboration.??Or bring out the talents of the team – for example, if you have someone musically minded, ask them to host a music quiz.?Better yet why not ask the team what activities they would prefer to do – get each team member to suggest something and then vote on which activity to try first.
Regardless of whether you work from home or not, there are many different types of culture that exist within one organization.?If that sub-culture is left unaddressed, it can lead to a disparate workforce.?Ensure your team’s culture aligns with the organization's culture by identifying what the current culture is, learn what motivates your employees and identify what blockers exist. Set about a plan to improve how you engage and support each other. Culture requires continuous and never-ending efforts. For instance, I regularly refer to Amber Studio’s cultural principles to seek where I could direct my attention next.
Now more than ever people want connectivity so how are you, as a manager, going to reinvent a creative culture that accounts for everyone’s needs (assuming your workplace supports it, haha)??
Joke aside, you have the power to improve the situation around you. Just as the world of work has been transformed by the pandemic, so must your approach to engaging and motivating your team.?
By ignoring or neglecting company culture, what you may end up with is a toxic work environment, low team performance, unhappy employees, and high turnover – which ultimately makes your job a lot harder.?Check out this list of toxic work culture examples and what to do to fix them.
We are given an incredible opportunity to reinvent the workplace. Let’s be benevolent, curious and flexible!
Have a tip??Let me know in the comments.
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