18 Feb 2021
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With the government’s announcement that Level 2 restrictions will remain in force until Monday in Auckland,...
Leading people remotely
In the wake of COVID-19 there is already a startling disconnect between many managers and employees as they adopt to a new way of working. A recent survey of more than 3,000 employees from around the globe highlights the significant gap in how managers and employees are adapting to remote working.
Gap in Perceptions
75% of managers are confident they fully understand how their teams are feeling amidst the current COVID-19 pandemic. However, only 32% of employees say their managers have specifically asked them how they are feeling.
In a time in which managers should be increasing communication, 48% of managers admit they have reduced the frequency of their one-on-one catch ups since transitioning to remote work.
Many employees were under the impression that COVID-19 had increased their managers’ workloads and drastically reduced their availability. However, 44% of managers say their workloads have actually decreased due to COVID-19.
61% of managers say their teams are less productive when working remotely, with almost 63% believing they have to be physically present in order to get the best out of their team. However, almost 50% of employees surveyed said they feel equally – if not more – engaged and productive when working from home.
54% of respondents want to continue working remotely in some capacity while 40% prefer an office environment. A mixture of remote and in-office work may be the way of the future.
To address some of the issues identified above, here are some basic tips to help you manage your off-site workers more effectively.
Leaders action - What you can do right now:
- Lead with empathy and courage. Be of service to others.
- Communicate often and communicate clearly.
- Schedule time into your day to check in with your team.
- Avoid a one-size fits all approach with team members – everyone needs to be treated in a way that is unique to them, ask them.
- Set clear and reasonable goals – discuss regularly.
- Create a culture of safety. Let the world be uncertain, but let your organisation be a safe place. Approach every situation and concern from a place of empathy.
- Focus on the positives. Celebrate the successes and inject fun into team meetings.
- Stay connected with your whole team and encourage them to stay connected with each other.
*Research and survey conducted by Enboarder