There are articles going around social media networks discouraging people from the pressure of staying productive. However, organizations are trying to adapt to the new remote work arrangements hoping that business disruption is minimal. Having a work schedule even if people are working from home somehow gives a sense of normalcy and order and gives quick relief from the uncertainties facing the world today.

As organizations undertake measures to ensure business continuity without endangering their workforce, the rapid response and creativity of managers will be key to ensuring an easy transition to a new work setup with minimal or zero disruption in operations and business processes. Managers know what works best for their teams and can tap into this knowledge to make adjustments seamless, deliver results and maintain business viability amid this uncertain period.

“Managers should know the pulse of the team and manage possible hurdles early on and manage them more efficiently,” said Andrea Dela Casa, associate director for Technology & Transformation/Sales & Marketing at Robert Walters. “When planned and executed properly, teleworking could change the way we view and experience work while supporting company goals.”

Have you read “Tips on how companies can secure work environment“?

Robert Walters, a global recruitment specialist group headquartered in England and with regional offices in Southeast Asia, shares tips on how businesses and organizations can ensure operations efficiency with remote work arrangements.

Be clear on the work arrangement

Guidelines on how to execute a new work setup are vital, especially for employees who will be working from home for the first time. A clear plan can mean the difference between disrupted work and continuous operation.

Robert Walters urges managers to execute a contingency plan for remote work or customize an approach that works best for their teams, and to announce such a plan as soon as possible during an emergency to avoid confusion as to how work should be conducted. This plan should include how reporting will be done, how meetings with clients may be conducted and what other changes will be implemented during the temporary work arrangement.

System in place

Set up an output-based system that can be monitored online. Managers can do daily morning reviews for each team member either through a conference call or online group chat, clarifying deliverables to lessen the instances of delay and to have end-of-day catch-ups to check what they’ve accomplished. Make the most of free apps online for employee supervising and progress monitoring.

Be tech-ready

Lack of proper office equipment and an unstable internet connection are two challenges some employees could face if tasked to work from home. These can be exacerbated by the lack of access to company data essential to operations.

Managers and team leads can make an audit of the technical requirements of their respective teams on a regular basis. This helps prepare them for any emergency as they know what their team members have, do not have and will need in case they have to work remotely.

Technical challenges such as internet problems and lack of data security, network access, and remote access to resources and files could cause major disruptions to the daily routine of employees.

Keep open communication

Regular communication between managers and employees about work, each other’s well-being and other issues outside of work increases productivity and reduces professional isolation. It also strengthens team spirit, which can be even more difficult to build and sustain when people work apart.

Managers can utilize any of the suite of messaging and videoconferencing applications to constantly keep in touch with their teams. Ensuring that calls are a forum where employees can consult and share concerns with managers makes the communication even more successful, something Robert Walters does as consultant workforce is often very mobile and working from locations such as their clients’ office, cafes where they meet their clients or candidates and of course, home. For HR managers, a handy list of all the contact information of the whole company would be very useful.

Effective and early employer intervention in the face of a pandemic could save lives and help companies and organizations earn the trust and loyalty of their employees at the same time.