We are confronted with a reality for which we are unprepared. While many leaders have surmounted the initial challenges posed by the epidemic and the quick implementation of telecommuting, the topic of how to inspire remote teams that work from home or how we work remotely remains unanswered.
How we work remotely:
This type of remote work has changed the dynamics of cohabitation and presents us with new problems in terms of motivating personnel.
Always remember that working remotely is one thing, but working remotely during a pandemic is quite another. They are not the same thing. We’ve squandered much too much time – far too much – at home. In addition, most people have found it difficult to organize a midnight work schedule. And some individuals have lost friends and loved ones to COVID-19, or have been ill with it themselves. As a result, businesses face significant difficulty.
Avoid protracted meetings and give everyone a chance to speak:
The regular weekly meeting is held to examine how the issues are developing and to discuss any challenges that the teams may be experiencing. These sessions are necessary for the leader to oversee and accompany the entire team or group.
“Avoiding long and tiresome meetings when the leader takes the floor and holds 3-hour sessions is one of the things to do to encourage the team,” Carolina explains. “You must structure, arrange a 30- to 45-minute video conversation so as not to fatigue the computer, divert it from the activities it must perform, and remove it from its daily schedule.
The leader does not have to talk the whole meeting; rather, he or she should avoid being the center of attention, which is a regular occurrence. You must be able to listen and let each team member speak about their assignment, progress, and challenges.
You must also recognize that not everyone is brave enough to talk in front of a camera. The leader must be able to discern the individual properly and without forcing them so that they may express and appreciate their views.
“Teleworking is not difficult for technology firm employees, for example, but it is tough for them to speak, express themselves, and transmit ideas excitingly and entertainingly.
You must be cautious if you want to have more individual emotional contact, because if the manager says, “Now, I’m going to contact my entire staff every week, and there are 20 individuals,” he will become exhausted.
“However, what would be anticipated, since I believe it is less invasive and much nicer, is to make a simple phone call now and then to ask each of your colleagues how they are, how their children are, how their health is, and how to sort out a few work concerns.
Because there are teams as small as five employees and as large as thirty, you can’t expect the manager to contact each one individually every week.
“It appears rational, but it isn’t,” Carolina explains. “Because of the flexible hours, a mother must connect with her kid for their classes at 8 a.m. today, she will be unable to attend meetings from 8 to 9 a.m.”
You must create a timetable with your coworkers, and it must be quite personalized, based on each person’s demands. And it must be done in an organized manner, with the awareness that our typical work schedule of 8 a.m. to 6 p.m. will not be achievable.
“For example, you’ll have to unwind from 9 a.m. to 12 p.m. and from 3 p.m. to 6:30 p.m. It is critical for businesses to be able to establish flexible working hours and seek accommodations, but not just to prevent video conversations around lunchtime, but also to recognize that employees have varying demands.
The corporation must constantly be concerned about the health of the individuals who work for it, especially at this point of the epidemic. Workers may be stressed as a result of the death of a family member, or they may be apprehensive, frightened, or terrified.
“A person has a significantly more depressed symptomatology after having COVID-19, even if it has not been intubated, even if it has been like a regular cold because there are sequels, there are remnants that give the sensation that it might have occurred,” the psychologist says. There’s something even worse. They go through a significant amount of stress. Not only that, but they also have to be kept separate. As a result, we must consider if he will require psychiatric assistance.”
Overworked personnel or increased productivity:
You go to work sooner, but you don’t leave until 8, 9, or 10 p.m.
As a result, it does boost productivity but proceeds with caution.
The firm must investigate why this occurred: “people are more motivated or overworked.”
It’s also worth noting that this epidemic has disproportionately harmed women who are at home and have children.
Many mothers are unable to leave their children alone and spend the entire morning with them completing schoolwork.
We’re improvising, and the only way we’ll learn is by making mistakes: when we’re outmanned and the boss can’t obtain the report because one of their sons is sick, and they can’t bring him to a hospital because they’re exhausted.
Priorities must be established that did not exist previously or were different.
What the employer can do to help employees cope emotionally:
To inspire a team remotely – or in-person – it’s critical that Human Resources pay attention to what motivates each team member and how those motivations might be handled.
“Some people, for example, require intellectual challenges more than a pay boost or a promotion. And you don’t have to know who the boss is, but you don’t tell him,” Carolina adds. “Each sector needs to be motivated at work.” The field of communications, for example, has a distinct personality from that of finance. “There are several motivations.”
On the health issue, people may seek the help of a psychological care provider, because mental health concerns have been neglected for a long time. People today need to talk to someone, express emotions, and say things like “I’m really upset because there’s so much bad news.”
“Some businesses have put on effective and enjoyable seminars that have nothing to do with leadership or job.” Cooking classes, tarot readings, and first-aid training are just a few examples.
Giving an educational benefit is a terrific concept because instead of watching TV series on Friday, I conduct this small one-hour course, a yoga course, in which people engage, have a nice time, and the entire family participates.”
The most critical aspect of having motivated teams is to listen to and consider each issue separately. “There’s a lot of trial and error, but that’s to be expected because we’ve never been in a scenario like this before.” “We need to go out and see what works and what doesn’t.”
Learn how to create a comprehensive customized benefits plan for your company’s employees simply and logically.