April 17, 2020
Transcend believes in the power of space to impact the culture and the work a company is able to accomplish. But we’re with you. We’re adjusting too. And we believe that the transfer of work from the desk in the office to the desk at home should and can be seamless. We have to look at this as a time for innovation, opportunity, and intentionality with our crew. So here are a few thoughts on how we’re managing our remote team and staying healthy (as a company and a culture) in the meantime.
Continue or create standard key performance indicators (KPIs) for both our leaders and team members. This way everyone is aware of expectations, and it also gives us benchmarks to celebrate throughout the week.
Two to three days a week seems to be the sweet spot that allows for a balance of concentrative work (at home) and collaborative work (at the office) [Global Workplace Analytics observation of clients and case studies, 2020]
As a team, we’re considering how (when we’re out of quarantine) our schedule will work for each team member and how our in-office and remote technologies can support us no matter what. (more on that coming soon)
Bad leaders don’t do well in remote work environments. What we mean is, we know that often people become disengaged and ditch their jobs because of their relationship with their direct leader. We’re aiming to be in touch every day to ensure there’s no room for miscommunication, dead air, or unappreciated effort.
Having a place (eventually) to get back to and see each other can’t be substituted. But in the meantime, we’re getting together for happy hour on Fridays wearing the silliest hats we can find and just taking the time we would in the office to hang out with each other.
We hope this helps you consider your remote as you adapt to change and accept the “new normal” for your business.
What are you doing that’s keeping your team on track through this transition?