There is no doubt that the COVID-19 pandemic has created major changes in the global workforce. Businesses have had to quickly adapt and allow employees to work remotely, whether it’s a transition to a work-from-home model or a hybrid.
It’s clear that hybrid and remote workforces are vastly different from in-person teams, but how can business leaders manage them effectively?
There’s a lot to learn about the hybrid and remote workforce management landscape, and it’s important to understand the challenges involved. So here are some tech-related tips for managing a more digital workforce in the post-pandemic era. This information can help make operations more streamlined and efficient, helping to increase productivity.
Remote and hybrid workforce management context
Many companies allow employees to work from home if their role is considered “remote-capable”. It comes with a certain degree of flexibility, and people can enjoy the comfort of working in their own home. Remote control and hybrid workers Experience benefits and limitations that traditional employees in an office environment may not.
However, managing a team of employees from home is not a walk in the park. Companies do not feel prepared to transition to a remote working model. This could be because they lack access to technology, have limited resources or funding, or simply feel overwhelmed with this dramatic change.
According to Insightful, a workforce analytics and productivity software company, 63.91% of company leaders surveyed do not believe they have the right tools to manage remote employees and monitor their productivity. The report also shows a 383% increase in the adoption of remote work or a mix of enterprise companies.
It’s no surprise that many companies are struggling to meet the ever-changing needs of their modern employees. The current landscape is being led by workers, who are currently changing their priorities related to work.
For example, research from Gartner shows that employees have grown New consciousness and self-worth, which means they need to be aware that they are valued at a company and feel like their role gives them purpose. Those who believe in the opposite can join the millions of workers who have quit their jobs in the “Great Resignation.”
Now is a critical time for employers to take an active role in managing their hybrid and remote teams. If they don’t, they could experience high turnover rates and put their business at risk.
Challenges with remote and hybrid team management
Remote or hybrid work is far from perfect. Managers must be willing to support and guide employees to work from home. Here are some of the challenges associated with this type of team management.
Finding work-life balance
Achieving work-life balance was an obstacle even before the pandemic hit. Remote workers don’t have access to work and their offices may be just steps away from their bedrooms or kitchens. This lack of structure can make it difficult for them to “unplug” because their workspace is located in their home.
A survey from TINYpulse (dotcom) indicates that about 86% of workers are far away say they have experienced burnout compared to 69% of employees going into the office. Managing people who feel burned out can be challenging for team leaders in these work environments.
Lack of visibility into productivity and performance
Research shows that about eight out of 10 employees says having the option to work remotely can help boost productivity, especially for tasks that don’t require much or any supervision.
However, team leaders may feel uncomfortable with the lack of visibility into employee productivity or performance. In a word, they want peace of mind and know that people are up to the mark or performing well.
Two essential components of any business are good communication and employee cooperation. Companies cannot function properly without them. Unfortunately, telecommuters and hybrid workers can feel like their employer’s communications are scattered, possibly misinterpreted, or completely non-existent.
Managers can feel conflicted when trying to communicate with their employees in the office or working remotely. Communication within the company can be a challenge, but collaborating with remote work makes it even more difficult.
Lack of company culture
Cultivating an inclusive, supportive and engaged company culture is a requirement for businesses, especially with today’s talent pool competitiveness. In contrast, places with a toxic or negative culture are more likely to find employees working elsewhere.
Technology like video conferencing has made it easier for businesses to communicate, but it doesn’t have the human element of working in a traditional office. For example, there is no conversation about water coolers or employee lunches to enjoy, which means managers can work with those who feel at ease or no motor.
Use technology to manage employees remotely or in combination
How can team leaders use technology to help manage their hybrid or remote workforce? Here are some ways managers can leverage technology to become more effective.
Choose a centralized platform
There are now many digital platforms that businesses and their managers can use to keep all team members on the same page.
For example, Asana, Trello, ClickUp, and Jira are centralized project management software that simplifies project management, allows team members to collaborate, and makes workflows more transparent. As a result, managers will be able to see bottlenecks or processes that can be improved using these tools.
Provide personalized employee data
HR and IT teams can now provide remote employees or combine unified employee data to help them understand their performance, identify areas for improvement, and feel more engaged with their work. their company.
Managers can benefit from reviewing this information to monitor employee performance, Manage effective employee training programsand make data-driven decisions about promotions or raises.
Leveraged communication solutions
Workers need to communicate with each other and with their superiors regularly. Popular business communication solutions include Slack, Microsoft Teams, Twist, Flock, and Google Chat. Sending a quick message via one of these platforms is more efficient and effective than typing out long, detailed emails and waiting for a response.
In addition, businesses must accommodate the unique needs of an employee with a disability. Research shows that 30% of the workforce has a university degree consistent with the federal definition of a person with a disability. Ensuring that all workers have equal access to communication tools is essential to promoting good communication and an inclusive workplace.
Use time tracking tools
A tool that many companies have a remote or hybrid policy leverage will be a time tracking tool to monitor employee productivity and progress on tasks. For example, tools like Hubstaff, ActivTrak, Tyme, Harvest, and Bamboo HR can help keep track of people working remotely or on-site. In addition, these products have useful features such as automatic time tracking, timesheet management, invoicing, and payments.
Hybrid and Remote groups can be difficult to manage. Employees going in and out of the office on different days or times, making sure everyone is productive, and cultivating a positive company culture are all essential parts of workforce management.
The future of remote and hybrid workforce management
It’s no secret when make a substantial shift to remote or hybrid work has been a challenge for companies in almost every industry. Some businesses cannot have employees working remotely, while others can 100% work from home.
Managing a complex team with employees working from multiple locations is no easy feat. It is hoped that business managers, team leaders, and executives can leverage some of the technologies outlined above to make remote or hybrid management simpler and more efficient.
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