As Lockdowns and social distancing continue to be the most effective tools in winning the war against COVID-19, their extended use has created and reinforced new ways of working (remote working). We must therefore not only learn to work remotely but manage and lead remotely as well. Below are some tips to start us off in the right direction.     

Accept the new Normal: Management of COVID-19 (social distance and lockdown) coupled with technology are changing the ways of working as we know it today and for the future. You must therefore lead the way by accepting the new normal and adapting quickly.

Learn fast: once you accept remote working as the new normal, you must learn, master and apply the supporting digital tools that makes it possible. You must also be ahead of the learning curve and use the knowledge to train and guide your team members to be at their best.

Support team members with tools: it is your responsibility tosupport your team members with the necessary tools to facilitate their remote working, these tools must be both hard and soft wares. Where the resources are not available due to budget constraints, we recommend you consider readily available, safe and free mobile supported applications that can serve the purpose since every one carries a mobile phone.

Exhibit high levels of Emotional intelligence: in addition to working for you, your team members may be going through emotional and physical challenges including anxiety, claustrophobia, monophobia or even directly impacted by the COVID-19. So, in engaging them, you must be mindful of these challenges and show concern for their general wellbeing.  Also create opportunities for employees to interact socially (that is, have informal conversations about non-work topics) while working remotely.

Working protocols: You must establish working protocols and let your team members understand your mode and means of engagement, use the most appropriate and reliable options (i.e. emails, video calls, voice calls, chatrooms etc.). This will ensure you stay connected with your teams.

Establish a routine: Schedule virtual meetings based on agreed times with your team members for your huddles, catch ups and to discuss job allocation or assignments, progress on work schedules, feedback, coaching etc. This will guarantee your continues presence in team, keep track of work schedule and foster unity in the teams.

Manage results not presence: Remote working is about output and not presence. It provides team members with the opportunity to schedule their times and work at their most productive hours of the day. You must therefore be clear with deliverables from team members through SMART goals and objectives.

Recognize and reward: You must make the conscious effort to identify team members going the extra mile, recognize and reward them. Motivations and recognitions should not be restricted to only the old work place, but must be extended to the new workplace.

Peter Crabbe

Previous articles on COVID-19 and HR & Line Manager mandate listed below can accessed through this  (https://novaturientfoundation.org/blog/)

1 Surviving COVID-19, HR & People Manager Mandate  

2 Surviving COVID-19, HR & People Manager Mandate and Remote working