The 7 most complex challenges of remote work
People are convinced that working remotely is a great option, with many areas for improvement but which allow them to add value to the organization without having to wear themselves out due to travel, traffic and long journeys.
Let's be honest, collaborating from home - or anywhere else - is not the same as true remote work, but given the circumstances of the pandemic, it was the most flexible option for executives, managers, directors and the team to keep the operation active and in some cases, optimize to improve the performance of their areas.
Remote work solved the challenges of customer service, support, advice, and many areas that did not require face-to-face activity to maintain business continuity. A survey carried out by the consulting firm Buffer revealed seven complex aspects that people face as a result of the pandemic when they do remote work, with an incidence on exhaustion or burnout due to the workload plus that of the home.
What is happening with remote work today? The survey shows aspects that compromise the performance and freedom of the collaborator, since most companies continue to consider that working from home does not fully justify a salary, so the burden and commitments should be greater, according to such assumptions.
The first conflict —and by the way, the one with the greatest impact— with 27% is “not being able to disconnect”. Employees are now “tethered” to the phone or computer more than ever, forcing themselves to stay “online” wherever, whenever, however and at whatever cost. Even more so if a "contingency" arises in the eyes of the leader.
The pressure inside and outside working hours to be connected 24/7 could have reduced the quality of life of those who work from home, affecting their family routine and generating wear and tear due to these practices.
The second, no less important, with 16%, lies in "the difficulties in collaboration and communication". It is clear that distance limits timely decision-making and being remote makes it difficult to align the team on the "same page" and even better evaluate a given situation to act with the calculated risk.
The challenge in this regard is to raise the quality of information to the team, keep communication open and without triangulation, so that those responsible can generate effective and productive solutions.
The third, with 16%, is “loneliness”. The isolation of work groups, the lack of physical connection with the team and colleagues in general, causes a feeling of absence and helplessness, lack of belonging and significant reduction in motivation to meet objectives.
“Work centers are an important part of generating synergy, sharing experience and creating changes. Being far from offices or production, distribution and service areas, the collaboration and commitment of talent is violated.
With 15% we have "home distractions" in fourth place, a consequence of increasing impact on families due to stress due to online school classes, tight times to fulfill household duties or limitations to having a home. adequate space to work in “professional” terms. It is key to understand that people are present for their families but it does not mean that they are available during their work hours.
Respondents assigned 12% to “motivation”, a challenge that occupies the fifth position. The urgency for inspiration in people who work remotely is becoming more and more noticeable. The confinement effect reduces proactive behavior and easily distracts the collaborator, since their attention and commitment time are saturated.
In sixth place, and with 7%, we have the "difference in schedules with respect to other teams", since in certain transnational organizations, meetings and collaboration are crossed by the schedules of various countries, which requires extending the working day. labor, creating greater tension.
Finally, also with 7%, the limitations of technology and the internet are located, affecting activities that are now essential and that cannot be carried out remotely or prevent training to correctly execute work and projects. Despite these circumstances, people are convinced that working remotely is a great option, with many areas for improvement but that allow adding value to the organization without having to wear yourself out due to travel, traffic and long journeys.
I believe that we are still on the learning curve, even though we will be collaborating remotely and more extensively for two years. There are still pending adjustments for all parties involved, but I remain convinced that the remote component is here to stay in any of the formats we have explored: either in its entirety or in hybrid mode.
The experience that Covid-19 left to companies helps us to adapt and improve our performance remotely as long as we can count on more and more optimal conditions; not only technical, but psychological to create a suitable and considerate environment with our people.
Also read:
Comments
Post a Comment