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Most companies embracing remote work also have dedicated headquarters. But remote-ish teams have even more communication and collaboration challenges than fully remote teams.
For example, in hybrid teams, remote employees are often left in the dark. Office workers are often heard, recognized, and promoted, while remote workers are forgotten.
The single biggest mistake companies can make is to opt to be remote-friendly instead of remote-first. Companies often accept the idea that remote is the future of work without creating an inclusive culture to ensure it works for everyone.
Hybrid companies function best when the entire company is optimized for remote work. Successful hybrid teams set up processes to help their remote workers thrive alongside their office teammates.
Leadership must acknowledge the various challenges remote workers face and create solutions. Create a remote work policy that keeps remote workers and contractors from feeling like second class team members. Remote workers should feel fully connected and not missing a thing.
While these opportunities are costly and require coordination, they pay ongoing dividends.
Create an explicit work-from-home policy for office employees that extends the benefits of remote work to office employees. Clearly outline the expectations of remote workers in documentation.
Ensure your guideline answers the following questions:
While treating both remote and office employees fairly, they don't necessarily need to be treated the same. Consider the unique needs of each group and create policies and perks that address them.
Remote-ish teams should adopt asynchronous communication as the primary source of correspondence.
A few important areas where centralized and accessible documentation should exist:
Clear and concise documentation is crucial to empower individuals and teams with the information needed to do their work. It allows remote individuals to work more independently without having to wait for an answer.
Video calls and other forms of synchronous communication still serves a function. However, synchronous communication should be made available asynchronously:
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Creating accountability is a great way to manage the work remotely. Accountability is shifted to the teammates, who are now supposed to be responsible for their own work and decisions.
One way to build accountability in remote teams is to assign groups and let teammates hold each other responsible. Also make teammates share their work experience and any issues they face, publicly (within the team) so that it acts as a ready solution for others, reducing repeat work.
Even if the team is small, document, formalize and map each process, making it scalable and automatic.
Standard Operating Procedures, if used correctly in a remote setting, can act like a central nervous system.
There are mainly two ways to communicate within a company: synchronous and asynchronous communication. While the second type has always been widely practiced, as face-to-face meetings or any other ...
While real-time communication inside of a team might lead to solving faster some issues, it also has various disadvantages.
For instance, having your colleagues come to ask you questions to which you feel pressured to answer on the spot leads to you being continuously interrupted, which results in being less productive and feeling stressed or even getting a burnout, as you try to do everything in proper time.
When the employees are provided with control as to when they are willing to communicate with their co-workers, there are many advantages that emerge.
For instance, having the freedom to decide exactly how your working day should look like leads to more satisfied employees as well as to better communication within the team. Further benefits vary from feeling less stressed due to better planning to greater transparency and more efficient work.
Back-to-back video calls, all-day team chats combined with an expectation of immediate response is taking its toll on people trying to work from home.
In the quest to create a real-time ...
Asynchronous communication is when we send a message (such as emails) without expecting an immediate response. The recipient can take hours to answer it.
Synchronous (or real-time) communication is when you and the other person are engaged in a face-to-face audio or video conversation, like a video call or a phone call. The information discussed is responded immediately.
Instant messaging tools like Slack or Teams are synchronous, and in some companies, email is also used as a real-time communication tool.
Team communication has increased by 50 percent in the last 20 years. We spend an average of three hours a day working on emails. On an average, Slack users send about 200 messages in a day.
This near constant communication hampers work productivity, with video calls, one-on-one meetings, e-mail and team chat leaving little room for actual work.