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Many companies are sending employees home to work so they can keep social distance and help slow the spread of the coronavirus (COVID-19). Working from home isn’t new, of course. Before the current health emergency, 4.7 million people worked remotely.
But this is different. Many companies have sent their employees home suddenly, without having a planned work-from-home policy. And even for those 4.7 million who have worked at home before, today’s situation isn’t WFH as usual. For one thing, some of those remote workers typically divided their time between home and the office. They may not have experienced a 100% remote scenario long-term, or had to restrict their after-work social activities.
Besides that, when employees worked from home in the past, they may not have also had to manage kids during the school day or share desk space during a conference call with a spouse who was also at home due to the pandemic. For some, WFH may be isolating. For others, it may be crowded or chaotic. And for all of us at this particular moment in history, it’s certainly stressful.
This is new territory we’ll be figuring out over the next several weeks or even months. But even as we cope with the many uncertainties in the news, it’s vital to set up a work-from-home policy that communicates expectations and provides guidance and structure for success.
Make sure all employees have the basics: a laptop, WiFi, and a phone line or cell phone. They may need a printer or paper shredder. They should have their passwords so they can log into the company computer systems.
Encourage employees to create a comfortable work area for themselves. Ideally, it’s in a separate, quiet room, with an ergonomically appropriate desk and chair. This may not be possible initially, especially if the decision to work at home is sudden, however, for long-term physical health, this set up is essential.
Make sure employees going to work from home have IT backup and know how to reach out for support.
What communication channels should be used? Some people use Slack. Others use Skype. Some use internal chats. Having a common channel makes it simpler and helps ensure messages don’t get missed.
Make sure employees can communicate freely with each other. They probably have co-workers’ company email addresses, but if you haven’t already, set up additional channels of communication through systems like Slack. Keeping in touch is always important, but especially when employees are isolated from each other during this time of uncertainty and rapid change. And, if you haven’t already used video conferencing, now is the time. Agree if your team will use cameras or not—we encourage the use of cameras because it helps everyone feel connected.
As you find your way through these forms of communication, determine the expectation for timeliness of responses. Some companies expect text/chat responses right away, but email responses by end of the day or within 24 hours. Talk with your team to determine your new norm.
Now that employees are home and prepared for work, how exactly does that work get done? Try to keep your regular business schedule, but, be ready to provide more flexibility, as needed.
If your company has a daily standup at 9 am – keep doing it, via Zoom, Skype or Hangouts. If you don’t have regular check-ins normally, add them to the calendar. They are more important than ever in times like these.
At the same time, establish expectations. Talk with each employee in those first days about making the transition to working from home. Here’s a quick reference checklist:
As you navigate these challenging times, make sure your efforts positively reflect your organization and culture. During this emergency, as leaders, support and understand your team as everyone adjusts to the changes. Whether WFH is a temporary blip or becomes a standard option, thoughtful handling of this process can be a positive that comes out of a crisis.
In this episode of Beyond the Offer, hosts Rosanna Snediker and Bill Gates welcome Katie Stapor, VP and Director of Talent at FCB Chicago. Katie shares her journey at FCB, where she started in 2011 and earned seven promotions. She reflects on her unexpected path into HR, the power of relationships, and the ever-evolving workplace. The conversation covers adapting to business demands, innovative internship recruitment, transitioning from recruiting to HR, and the value of in-person training and mentorship. Katie also offers career advice for new graduates and insights into the shifting job market.
Episode 11