Author: Sofia Mastrodomenico
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Are you managing an agile virtual team? Is this starting to be difficult? Well, you should keep reading this blog. COVID-19 has arrived to change our lives. This pandemic has revolutionized the way how we see life, and hence the way human interactions are made. The COVID-19 outbreak affects almost every single aspect of human life. The global economy, human socialization, travel worldwide, and the corporate work dynamic are part of the main aspects affected by this contagious virus. Due to the lack of an accessible vaccine, the way we used to live before seems to be a good memory in our minds. Wearing a mask, stay 6 feet apart, and work from home are part of the new habits followed by almost all citizens of the world.
The COVID-19 outbreak has forced multiple companies to re-allocate their operations and change the way they work. Thousands of companies worldwide are now allowing their employees to work from home. That was not really popular among traditional companies a few years ago. Telecommuting has existed for decades, but it was not until the quarantine that people considered it as a legitimate way of working. Big and small corporations worldwide have closed their offices to avoid the spread of the virus among their employees. A fact that has forced them to establish a working from home norm. This “new normal” has revolutionized the way managers lead teams, and how employees execute their normal daily tasks. As with any imposed change, this new way of working has not been well accepted by all managers, as it requires them to reorganize the way they manage and lead. However, no matter your position about the topic, you can always make it work.
1.Accept the new normal
The first thing that a manager should do is to accept that this new normal will stay for more months or maybe a whole year. By accepting it and making it work, managers adapt their teams to keep competitive and efficient. Managers have to recognize that working from home can also offer a lot of benefits. By taking leverage on these benefits, managers can improve the way how their teams perform.
2.Maximize Flexibility
Managers should understand that working from home can be challenging for some employees, specifically those who have their kids at home. Homeschooling is also one of the new challenges that people are facing due to this pandemic. For example, employees could have trouble joining meetings or speaking during them just because their children are around them. Employees could also have trouble joining a meeting because something important is taking place during their kid’s zoom classes or because they have to feed them. As all this will occur unexpectedly, managers should be flexible and emphatic. Managers should maybe try to reschedule those meetings to a time when all can attend. They should also accept if their employees can work in a different schedule, maybe during the evening (Open Door Policy). This act of flexibility will help managers to improve their relationship with their employees as well as maximize their performance and keep their level of motivation high. By managing interruptions proactively, managers will demonstrate respect and empathy. Of course, employees should also be proactive and responsible.
3.Communicate, Communicate and Communicate
Daily meetings, chats, and emails are part of the channels that managers can use to keep active communication with their employees. Talk to them about what are they doing, what they are going to do, and ask them if they have any blockers to finish their tasks. Ask them how they are, how everything at home is. This will help you to know if that person will be able to finish their tasks. Be clear about the goals and deadlines. If they have to work during the weekend accept it, considering that your main goal as a manager is to accomplish the goals of the project. Try to schedule virtual meetings so you can talk to them directly. Try to use video so you can see their body language. Sometimes chats or emails can cause misunderstanding that during a call you can avoid. Communicate what you need from them and also ask them what they are needing from you. As a manager, you need to facilitate the whole work, and also make it work. In the end, you are evaluated over their performance results.
4.Work Smart and do not micromanage
Managers should avoid micromanaging as they can make their employees feel that there is a lack of trust. It can be also stressful for them as they could be going through one of the issues expressed in point #2. Managers should focus on outcomes rather than visible hours worked. If employees are getting their work done and on time, why do you need to have them seated in front of the computer for 10 hours per day? Nowadays, the work style is irrelevant. Managers should focus on timing and results. Just make it work, for them and for you.