Still Adjusting to Remote Working? I’ve Been Doing It for 20 Years.

The future of leadership in a home-dwelling economy.

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8 January 2021

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For the last ten years, I have been fortunate enough to be able to do the same for over two decades. As a result I was ready for a 2020 exodus from office. I made the important decision to live in Northern California, away from the major technology centers in San Francisco, and not once did I feel that my career path had changed. In fact, I was promoted to my current role as CMO while working from home. Based on my experience, I have outlined three important points for other business leaders as we approach this post-pandemic economy.

Related: 5 investment trends that will dominate after the epidemic

Successfully running hybrid teams

While we are all remote now, another hybrid work setting is expected to be introduced in the new year. Many employees will stay at home, some in the office, and others will choose to do both. Either way, the office won’t look like it did in February. My team has found new ways to work this year, especially as parents are dealing with challenges we never even thought about. Solutions include offering flexible hours or part-time time for parents while assisting their children who are distance learning. No matter the situation, it is important to be flexible and empowered.

Supporting the personal growth of your employees is also a way to ensure the longevity of your team. There is no reason why career-path exercises of the past cannot remain intact when everyone is remote. Make sure you are still facilitating regular career development discussions. The way you will be in person for shared feedback, fame and development of regions. In the end, everyone involved will feel more excited, rewarded and challenged in their roles.

Do not kill a command-and-control center

Everyone is struggling with crisis this year. As business leaders, we need to come from a place of understanding. We cannot pose as robotic micro-managers who are being over-reduced due to lack of face-to-face management. Instead focus on personal empowerment, providing a pathway for learning and development. More likely than not, a sympathetic and understanding approach will encourage employees to stay with the company, weather this storm together, and be confident in the path ahead.

It is difficult to maintain a culture remotely, there is no hiding. Nothing beats the feeling of having a team wrap up the week with happy hour, but it tries from above to maintain that comrade online. get creative. Think about things that have worked on past events, and look at bringing them online, such as wine tasting and cooking classes. Likewise, I have always been the type of leader with an “open door” policy. I want my coworkers to feel that I am happy for them and committed to their happiness. This is also possible during remote. Make yourself available to catch early. If everyone is feeling tired of video-conferencing, encourage a meeting over the phone. While remoting, it is important to ensure that sometimes it is important and sometimes challenging, the conversation still takes place.

Related: How to be a better leader through crisis

Make space between work and home

I have learned by working remotely that in order to maintain physical and mental well-being, I need to create space between my job and home. I try to walk a meridian and sign the appropriate time to get to this so-called place. I have encouraged my teams to think of it as being “no meeting day”, while we are all remote or “no video” days to make a break in the week and encourage people to take a step back, Think and refocus on their big priorities. I think it is important to regroup the lunch stroll and get back to another part of the day with new energy.

While 2020 has presented travel challenges, it is still important to encourage vacation. I am a firm believer that when we are mentally and physically healthy, we are the best at work, and although we may not be able to travel, it is still important to unplug our teams is. It is not healthy to let work consume your life. I have seen this work well when leaders set the example at the top. By not working until the end of the month without late-night emails or a month’s leave, it sets the tone for the rest of the company.

Related: Why Digital Transformation Is More About Technology Than People

I have spoken to several business leaders who face the challenge of deciding whether to continue from afar or to try to pull the team back into office. When public health is at the forefront, it is not an easy conversation. Being transparent about decision-making processes is of paramount importance to leaders. Flexibility may be the answer until normalcy is regained, but having a transparent approach to it will help ensure your team stays with you, whether at home or in the office. .

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