The workplace is shifting and evolving in some surprising ways as our response to COVID-19 develops.
I know I’m not the only one who’s had to adjust and rethink the way I approach business. No matter what industry you find yourself in, you’re facing some unforeseen challenges from the ongoing virus. Many of us simply just want things to go back to normal. But, is there such a thing as “normal” anymore?
We’ve seen major companies like Google and Facebook make the decision to keep employees fully remote until at least 2021. Many others are following suit, with some even making remote work more of a permanent feature…and why not?
Advancements in technology allow us to connect in real time across the globe from the comfort of our own homes. Businesses are realizing that many jobs not previously considered remote are now viable options. We have to ask, though: what might this new age of remote employment look like? And, if employees ever fully return to the office, what will we need to ensure safety and confidence?
Key Considerations: Is it Safe to Return to the Office?
There are some important points to keep in mind here. For instance, not everyone agrees when it comes to the question of reopening. When is too soon? Or too early?
To bring employees back fulltime, we need to adhere as closely as possible to objective answers. We can start the process by identifying the main areas of vulnerability within the office. You’ll need to consider:
- Desk placement and floorplan: Can you ensure that crucial six-foot distancing?
- Common facilities like the kitchen and bathrooms: Can they be kept reliably sanitary?
- Mask usage: Is requiring masks fulltime going to be feasible?
- Cleaning duties: Who’s responsible for keeping areas of the workplace clean?
That’s not an exhaustive list. Every company is different, and what works for one might not work for the next, so there’s no one-size-fits-all solution. If you adopt a partial or staggered return, you need to consider who should be required to come back first, and how to effectively communicate changing policies.
There’s also the possibility of employees who decide to keep their children at home throughout the fall semester, or even into the spring. Conversations will need to be had about adjustments that will be necessary to accommodate them. You may need to extend the option to stay remote for those who are uncomfortable in the office, or who have responsibilities or health vulnerabilities that prevent them from returning.
The Benefits of a Remote Workforce
Remote work was once considered an inferior option in terms of productivity and collaboration. However, recent studies show that many employees find themselves more productive working from home. Again, it varies from one person to the next, but many workers say they benefit from fewer distractions and interruptions at home.
Remote work also allows for the possibility of more freedom and flexibility. This is an appealing option, especially for those choosing to keep their children at home.
The ongoing pandemic took away much of our sense of control. However, giving employees the ability to create a flexible work schedule could prove invaluable in terms of mental health benefits. Allowing people to work from home can give them a greater sense of control and stability, which could pay dividends in terms of productivity and quality of work. Plus, by removing the daily commute to and from the office, employees have more time to relax, exercise, and spend time with family.
You may also benefit from reduced costs resulting from office rentals and business trips, as well as the extra time and effort needed to ensure the office meets all safety guidelines. Remote work would even reduce pollution and have positive effects on the environment.
The Downside of Remote Work
As with any major change, there are also downsides to implementing a remote workforce. While some see only upsides to remote work, many others see it as a net-negative.
The workplace of the future might be one that grows away from the daily interactions that currently characterize an office setting. We could lose the ability to think as a team or forfeit the true art of collaboration. The lines between home and work life might blur to the point of employee exhaustion and burn out. Thus, if you want to transition to a partially- or fully-remote workforce, you need to consider what you’re willing to sacrifice and what those sacrifices might mean for company culture going forward.
There are three primary concerns that your team would need to address to make long-term remote work feasible:
- Human interaction & communication: Even with advanced technology, nothing can replace face-to-face human interaction. You need to ensure that remote employees have opportunity to interact, collaborate, and feel like they’re part of a team. Employees might struggle working from home long-term, and being separated from coworkers might create feelings of isolation and make your team less cohesive.
- Productivity: While some employees report being more productive working from home, there are others who find it difficult to stay on task outside the office. There are situations where workers might have more distractions at home, especially if there are other family members or roommates present.
- Trust: Some managers have issues adjusting to leading a remote team because they struggle with trust. When they can’t physically see their employees, they have a hard time knowing whether they’re actually doing work and completing assignments. Simply put, they’re unable to put trust in their employees to make the most effective use of their time without direct oversight.
What’s Next?
Each of the three obstacles above play an important part in the decision of whether a remote workforce is the right step for your organization. It’s hard to make any judgements on how to ensure productivity or maintain bonds between workers while in a remote environment, as many of those distinctions rely on individual circumstances. One thing you can easily address, though, is trust.
As a leader, you have to be able to put trust in the people you’re leading. You must be able to give them the freedom to manage themselves effectively, as well as to make decisions that are right for themselves, and their families. Ultimately, that’s going to be the key factor that determines where we end up at the other end of the COVID-19 pandemic.
It’s too early to give any resolute answers on what the future of the office might look like. That said, the most important thing to keep in mind going forward is the need to approach the situation with patience and flexibility.
We might very well be on the verge of a totally new age of work. It’s important that you take the necessary steps to ensure your business doesn’t get left behind. Take this time to figure out what works and what doesn’t, and identify the areas in your organization that are most vulnerable.
The COVID-19 crisis has completely upended life as we know it, and the way we do business might never be the same. During this time of uncertainty and fluctuation, the only certainty is that what comes next will be multilayered. As we look ahead to the future workforce post COVID-19, we will ultimately need to put our people first and work together to create a safe, effective, and inclusive strategy.
