Recommendations for employers
Start by asking yourself the right questions: are my team members sufficiently supported? Do they all understand what is expected of them? Do they feel isolated? Are they able to work in optimal conditions? Can they manage their working time properly? A manager can run a test phase over several days, weeks or months, then analyse feedback to determine whether remote working is viable on a partial, regular or full basis — or not at all.
Where a test phase is implemented, it is important to establish individual check-ins to get updates on progress, flag any difficulties and gauge whether the employee is finding remote working manageable.
Managers must also make themselves available and approachable, just as they would in the office. It is equally important to hold regular video conference sessions with all stakeholders to keep employees connected to the business and maintain team spirit and cohesion.
A few easy ideas to put in place
- Set up video call work pairs to combat isolation — this maintains contact with a colleague and allows ideas to be shared spontaneously, recreating something of the office atmosphere.
- Organise informal remote catch-ups to talk about something other than work — a virtual coffee break to relax and check in with each other.
- Gather regular feedback from team members to adjust your management approach where needed.
Recommendations for employees
When working from home, it is essential to separate your professional and personal life. Where possible, dedicate a specific space exclusively to work to create a clear boundary between the two.
How to do it
Learn to structure your working time and avoid being distracted by the many things competing for your attention at home — though reasonable short breaks are perfectly fine.
It is also important to maintain routines as if you were in the office: wake up at the same time, get dressed, have your coffee, start and finish work at fixed hours, and keep a productive workspace.
Use your organisational skills to plan your days and weeks so you do not drift into either overworking or under-performing.
It is also vital to maintain activities outside of work — such as hobbies or exercise — to switch off and decompress at the end of the day.
Conclusions
Remote working works best when it is a win-win for both employer and employee, built on a foundation of mutual trust. Employees who feel valued tend to be more productive, and employers gain the freedom to focus on other priorities.
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