Managing Workers at a Distance
“We are All in this Together”
Many employees are feeling anxious and uncertain as a result. The sustainability of pandemic-style productivity gains might well depend on how organizational leaders address the anxieties their employees’ feel, and the associated levels of burnout.
Psychologically health employees are driven, to achieve, to strive, to give their best. Getting a ‘buzz’ out of working. And… why not?
Team leaders placing their team members as priority every day.
Managers inspiring, empowering motivating coaching with psychological wellbeing of themselves and their team members at their foremost concern every day.
Remote working requires less management, more leadership.
Instil an outcome driven culture; even in home workers, yes it is possible!
Improving job designs.
Together Apart Managing workers at a Distance
Since Covid 19 came into our lives February/March 2020 businesses around the World have been finding ways to continue working whilst looking after their staff remotely. Home working has grown in the UK as a consequence of the changing nature of work; the need for greater agility in organisations and people, and the availability of the technology to facilitate that change.
Together Apart Managing workers at a Distance.
Mr M was a 25-year-old customer service advisor for a global delivery company; his responsibility was to UK clients and public. His normal day at work was in the customer call centre with his own desk, telephone, headset, desk, locker, mug in the kitchen; his own place in the organisation. Time with colleagues, lunch out to the shops with friends, frequent 1:1’s with his manager, comradeship, training courses, role play as he learnt the skills and how to handle the more demanding, complaint type calls. He enjoyed his job, worked hard but also enjoyed the friendships, camaraderie, weekly lottery, cakes brought in, social arrangements, drinks after work etc.
Only 6 months after starting work at the company and not yet fully trained Mr M found himself alone at home with a laptop, headset and phone.
He lived in a small flat with his girlfriend who was a nurse working shifts days and nights. Furniture was basic and the only suitable place for his laptop was the draining board in the kitchen and he sat along side it.
Predictably Mr M began to struggle, his access to managers was difficult as they were so busy supporting many at home, he could not cope with the increasing unpleasantness of the calls, working was impossible with his girlfriend trying to sleep upstairs from night shifts; or come into the kitchen to eat/coffee etc., his mental resilience weakened, loss of confidence was evident; with Mr M no longer feeling valued by his employer believing he had “just been dumped at home.
Team culture was absent, the working environment Mr M thrived in was no longer there and he found it increasingly difficult to focus believing he had stopped wanting to learn.
Depression and anxiety was diagnosed by Mr M’s GP with the appropriate therapy commenced
was diagnosed by Mr M’s GP with the appropriate therapy commenced
Loss of interest, poor punctuality and reduced work performance followed with Mr M taking on a nonchalant attitude taking frequent sick days.
Occupational health assessment was carried out via a zoom assessment gathering clinical, environmental, and health details about Mr M’s Work issues.
Psychological, psycho-social, environmental and physical factors were identified and a comprehensive report including OH recommendations for managing workers remotely was provided to the employer. These included:
- Psychologically health employees are driven, to achieve, to strive, to give their best. Getting a ‘buzz’ out of working. And… why not?
- Team leaders placing their team members as priority every day.
- Managers inspiring, empowering motivating coaching with psychological wellbeing of themselves and their team members at their foremost concern every day.
- OH advice around psychological coping mechanisms, organisational culture, and mental resilience was provided.
- Cultural values of the team were aligned with personal values of team members
- “We are all in this together” an organisational core value
- Remote working requires less management, more leadership
- Instil an outcome driven culture; even in home workers, yes it is possible!
- Make regular contact with team members but don’t over do it.
- Improving job designs
The coming months remain uncertain as the Pandemic continues and most organizations combine remote and on site working; it is likely employers will move to a hybrid way of working part at home part in the office/on site. Remote working and virtual meetings are likely to be features of work that remain. Business travel will possibly be replaced with virtual meetings as not only covid 19 but, promoting attention to climate change benefits are also prioritised. E-Commerce and ‘telemedicine’ maybe all our futures. Many employees are feeling anxious and uncertain as a result. The sustainability of pandemic-style productivity gains might well depend on how organizational leaders address the anxieties their employees’ feel, and the associated levels of burnout.
Specialist Occupational Health Professionals at Enspirita Ltd are well placed to advise employers and employees on these changes as we all return to the new World of work.