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Our recent experience with the pandemic has emphasized the need for preparedness in the event of a national or regional emergency. Few organizations actually planned for the majority of their employees to have to work remotely, nor considered the implications for doing so.
Talent managers were likely involved in employee requests and complaints when workers were abruptly removed from their workspaces and asked to work from home. Think about all of the trials and tribulations you have heard about or experienced during the pandemic.
The pandemic has impacted business continuity, no matter what your discipline. Consider what your department would need to stay up and running. Many companies have completely redesigned their business model lest they fail. Some had to hire and train rapidly. Let’s take a look at some challenges and opportunities that have arisen as a result of the pandemic:
As a group, your first step should be to research some of the struggles that have occurred in different organizations in a department similar to yours. As a group, determine the best practices from lessons learned. Your plan to take your department remote should have the following elements:
Determination of essential workers and/or schedule for rotating essential workers based upon their title and role. (Who is doing what, where and why? What skillsets are needed? We want the right people in the right seats?)
Roles and responsibilities. Set clear expectations of each person and/or role.
A plan to handle flexible working schedules, ensuring there is no overtime, and the work is completed on effectively and efficiently. Devise a plan for remote time off.
Timeframe for going remote effectively.
Communication plan for going remote and returning to work. How will you know when to start the return-to-work planning and messaging?
Plan to support and engage remote workers.
How will you maintain trust?
How will you measure performance?
Provide a list of resources the department will need, where they will come from and how they will be distributed.
Remote Team Transition Templates
- Your team’s research should help drive your recommendations. Consider the unique issues your particular department may have. Also, consider the diverse needs of your team, including those who may be hesitant or face barriers to working remotely.
- Here are some templates that can help to organize your work:
- Templates To Help Transition To A Remote Team