Hybrid remote work: 6 strategies to make it successful

Around 40% of managers surveyed by the Harvard Business Review said they don’t have the skills they need to manage a remote team.

Still, remote work is now common and popular because of the pandemic and because new technologies have made it easier to work from anywhere in the world. Many companies now let their employees work a few days remotely or let some teammates work remotely full-time while others work on-site.

Now that more companies are using this hybrid remote work model—sometimes called WFH 2.0 because it’s the model many companies are adopting after an entire year of remote work—team leaders need to tailor their management techniques for these teams’ unique characteristics to ensure their companies continue to thrive and grow.

1. Normalize a hybrid remote work model

Managing a hybrid remote team effectively requires setting clear expectations to avoid misunderstanding and built-up resentment. Some colleagues might feel uncomfortable continuing to work remotely while others are returning to the office. Others might struggle to include their remote colleagues once they’ve returned to office work.

To make the transition as seamless as possible, brush up on communication techniques to keep things as transparent as possible. For example, consider establishing company policies that allow people to work remotely two days a week, or require that people who work remotely full-time obtain special permission from their managers.

Here are a few other ways to build a healthy hybrid remote work model:

  1. Set out transparent and equitable rules for who can work remotely and when, then make sure that everyone on your team knows the company policy. You can do that by emailing everyone a memo or posting the rules in an online channel that everyone uses to communicate.
  2. Don’t make remote work a privilege enjoyed only by your most senior teammates. That could cause some teammates to feel like you don’t trust them enough to allow them to work remotely. Remote work shouldn’t be a privilege, but rather an integral part of your company’s hybrid remote work culture.
  3. Normalize remote work by encouraging team leaders and managers to work off-site at least some of the time.
  4. Recruit and onboard employees remotely. Ensure that the process is the same for everyone, so you don’t accidentally create discrepancies between the way people are hired or shown the ropes. The goal is to standardize the process for everyone and avoid creating inequality.

Darcy Boles, an expert in remote company culture and the Director of Culture and Innovation at TaxJar, argues that companies should be “going hybrid with a remote-first mindset.” That means operating like a remote team even when many of your employees are working in the office.

“Spend at least a few days working outside of the office,” Boles suggests to managers. “Put yourself in the position of the people you’re managing.”

2. Create a cohesive work culture for your hybrid remote team

To create a healthy hybrid remote work culture, you must put extra effort into creating a connected culture between remote and office workers and strengthening the bonds between everyone, no matter where they are located.

Your company’s work culture can make or break your business. Nearly half of all job seekers surveyed said a good work culture is the number one thing they’re looking for in a prospective employer, according to a survey by Jobvite. And 88% of people surveyed said it’s a significant factor when deciding where to work.

One key way to create a connected hybrid remote work culture is to make sure that no one feels left out from the decision-making or creative process. That means ensuring everyone—remote or not—has an equal opportunity to participate in meetings, make decisions, and feel heard. Read more

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State of Remote Work

How employees across the US feel about working remotely in a post- COVID-19 world, their new workplace expectations and what employers need to know to recruit and retain top talent.

2020 is the year the world went remote.

The COVID-19 pandemic forced organizations around the world to quickly adapt to a new remote reality, in some cases for the first time, in the largest work-from-home shift ever. We’ve officially fast-tracked to the future of work.

Meetings suddenly became Zoom meetings, with video calls happening 50% more than before COVID-19. Not only did people embrace remote work, they have now grown to expect it. After six months of working from home full-time, we learned that one in two U.S workers won’t return to a job that doesn’t offer remote work as an option.

For Owl Labs’ 4th annual State of Remote Work report, we partnered with the leading remote analytics firm, Global Workplace Analytics, to learn more about the current state of remote work in 2020 and what lies ahead. We wanted to uncover remote work statistics and gather the current work from home trends to provide you with a comprehensive remote work benchmark report during COVID-19.

In this report, you’ll learn:

  • How people are adapting to remote work
  • How companies are handling the COVID-19 guidelines for telework
  • Current remote work statistics and trends
  • How the new work-from-anywhere movement affects lifestyle decisions
  • What leaders and companies should know to support today’s employees’ needs
  • How key findings from 2020 compare to the Owl Labs State of Remote Work Report from 2019

Executive Summary

In this survey, we learned that almost 70% of full time workers in the United States are working from home during COVID-19. While working remotely, individuals are facing a more difficult balance between home life and work, adapting new technology by leveraging video meetings, and staying productive in their home offices (or closets for 15% of survey respondents.) During COVID-19, there have been unexpected benefits and challenges—people are saving almost $500 per month on additional expenses, however, one in five reports working more hours per week during the pandemic.

Despite difficult circumstances for working remotely, 77% of respondents agree that after COVID-19, having the option to work from home would make them happier.

Leaders and managers: 80% of full-time workers expect to work from home at least three times per week after COVID-19 guidelines are lifted and companies and workspaces are able to re-open.

Remote Work Statistics and Trends During COVID-19

  1. Almost 70% of full-time workers in the U.S are working from home during COVID-19
  2. 1 in 2 people won’t return to jobs that don’t offer remote work after COVID-19
  3. 77% of respondents agree that after COVID-19, being able to work from home (WFH) would make them happier
  4. 75% of people are the same or more productive during COVID-19 while working from home
  5. In 2020, people are using video meetings 50% more than pre-COVID-19
  6. 1 in 2 people would move if they were able to WFH all or most of the time
  7. Working remotely saves 40 minutes daily on commute
  8. In 2020 after COVID-19, 80% expect to work from home at least 3x/week
  9. 1 in 5 people report working more during COVID-19
  10. Only 20-25% of companies pay or share the cost of home office equipment, furniture, cable, chair
  11. 80% agree that there should be one day a week with no meetings at all
  12. 81% of respondents think their employer will support remote work after COVID-19
  13. 23% of full-time employees are willing to take a pay cut of over 10% in order to work from home at least some of the time
  14. 44% did not find it necessary to get dressed up (think: clothing, hair, makeup) for a video meeting
  15. During COVID-19, on average, people are saving $479.20 per month

Table of Contents

Section 1 – Who They Are – Background and Demographics

Section 2 – Remote Work is the New Norm

Section 3 – Communication Reinvented (due to COVID-19)

Section 4 – COVID-19 Cautions

Section 5 – A New Era of Professionalism

Section 6 – Next Stop: Suburbia

Section 7 – Remote Work is the Preferred Way to Work

Section 8 – Remote Work Benefits: Employer Edition

Read more

IT Monitoring: Top Services to Monitor Now That Everyone is WFH

My Post (11)One of the practices being thrust into action right now is social distancing. As you would expect, this means millions of people around the world are working from home and this migration in the workforce is going to have a massive impact on the services IT practitioners must monitor and maintain in a virtual-first environment. We are already seeing reports of massive usage surges across tools like Zoom and outages in Microsoft Teams just as the COVID-19 pandemic pushes people to work from home.

This shift to many workers doing their jobs remotely means there is a real and urgent need to get better visibility into remote access operations without the luxury of time to make sweeping changes to existing environments. With your existing data already in Splunk, it can be simple to create useful dashboards for administrators to check capacity and health of these solutions that may not have had to handle these kinds of loads or capacities before.

IT practitioners have a responsibility to make sure the services that connect our workforce stay online and continue running smoothly. Our goal in these posts is to give you a guide to some of the key services we are monitoring and ways you can get started doing the same. Over the next few weeks we will be creating deeper dives into best practices you can adopt now as our work lives are altered by this pandemic state of emergency. – Read more

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