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Adjusting to Your Employees in WFH setup

Adjusting to Your Employees in WFH setup

Due to the ongoing pandemic, people were advised to stay at home in order to avoid further spread of the virus. While many businesses closed shop, some were able to shift into work from home status to continue their activities.

Working at home is a different domain and not only because of where you are. Unlike freelancers that only have dates as deadlines, we who just shifted to a WFH status still observe our daily hours and routines. Our lunch, before, would mean we’ll go outside and buy meals. Now it means preparing real food which, depending on what you’ll be cooking, can either take more time and energy. This is why we have tips on working from home, and some apps that can boost productivity so you’ll just be as efficient as when you were in an office.

With employees in individual homes, some bosses are becoming micro-managers, monitoring every aspect of their work activities - something they don’t really do when they were in the office. We have some tips to ensure your team’s on track but some go overboard, nitpicking every detail on everyone. With that, here’s a few more tips so not only is your team on schedule, they’re also willing to be better.

1. There are inevitable distractions at home

Keep in mind that the situation at home is different when one is in the office. There are lots of distractions in the house especially if you have a kid and no house help. Then there are necessary errands that arise due to the quarantine and one will find it hard to work if they maintain their office working hours.

2. Have an access hour instead of working hour

To tackle the item above, managers should just observe access hours instead of working hours. This means employees can work whenever they can, similar to how freelancers do, as long as they finish the project on the deadline. Access hours mean even if they’re not working, they can at least be contacted by everyone for any details regarding their work.

3. Let them take control of their projects

Meetings are fine once a week, not when it’s everyday especially when you’re discussing the same things over and over again. Aside from sounding like a broken record, you are not motivating anyone by micro-managing things. Also, you are wasting their time everyday instead of them working on their activities.

Meet them once or probably twice a week and check on them. What’s the status of their project, what happened, where there any hindrance, what can be done better. If you need a daily update, a Google Sheet or an e-mail might suffice, which they can do every end of the day.

4. Recognition empowers the team

Be that proud parent who’s happy their kids did what they should without telling them to do so. Recognize members of the team who maintained their performance, while tackling issues of those who weren’t able to. What went wrong? What was the hindrance? Ask the other members of the team if they encountered something similar and how they adjusted to it.

With the quarantine extended, it’s more crucial now that we adjust to this setting and avoid any conflicts. Trust your employees that they will do what is required of them, and they will do it. No need for countless meetings and daily video calls just to push your point across. Otherwise, it leads to demotivation and the whole system might suffer. Empower them and they will respond with good results.

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