Data show that the shift to remote work during the COVID-19 pandemic has been largely successful in maintaining productivity, but most employers still believe that returning to the office is the best path forward for maintaining a strong organizational culture. But is that true?
2020 certainly didn’t make things easy for young adult workers. COVID-19, an uncertain economy, racial tensions, and a divisive presidential election that led to riots and deaths have all taken a toll on mental health, particularly among younger adults. “Most of us think about coping with the loss of a loved one, but this past year, [younger] individuals also had to deal with the loss of important events, such as graduation, and a way of life, such as the inability to gather with social networks or go to the gym. What people used to be able to cope with in the past with normal coping strategies just isn’t working now, and they need a higher level of support,” said Meghan Stokes, a licensed clinical social worker and vice president of clinical services with BHS, a Baltimore-based company offering workplace wellness and EAPs.
With millions of Americans working remotely because of the COVID-19 pandemic, managers have had nearly a year of experience with at-home work policies. And not all of that experience is good. Managers share these key lessons.
The time has come to tell your team goodbye: You got a promotion or a job at a new company, or maybe you’re retiring. Whatever your reason for leaving, you’ll need a solid exit strategy to keep your team on track, working and positive. With such a strategy, you’ll also be protecting your legacy as a caring, competent leader—and you never know who you’ll meet again along your career journey.
While YouTube videos, TED Talks and learning apps all have their place, there’s something about listening to leading management professionals give their views—in the comfort of one’s home, vehicle or gym—that resonates with managers who want to climb the career ladder.
While a majority of employers believe that that their employees will return to their workplaces after Covid-19’s impact diminishes, working from home isn’t going to disappear. As the manager of a remote team, you can’t afford to ignore underperformance from remote workers. Although you might assume that managing an underperformer in a remote environment would be more challenging (who wants to have a series of difficult conversations over Zoom?), there’s actually an upside.