The Three C's of Remote Work

Employees want more flexibility in the workplace, but many companies struggle to respond. According to The Future is Flexible: The Importance of Flexibility in the Modern Workplace, only 47% of employees feel they have access to the flexibility they need.

Only 47% of employees feel they have access to the flexibility they need.

Creating a successful remote work experience will be critical for companies—both now and long-term. The first step is understanding the drivers that matter most to employees. WerkLabs uncovered the key drivers to creating an engaged and productive remote workforce. We put together a helpful guide for the three key areas managers should focus on as they lead a remote workforce.

Here are key questions to address within your leadership team if you’re ready to talk about remote work.

1. Communication

How often should team members check in with managers and leadership?
How should managers best communicate with their remote team?
What should whole team communications contain in order to be most effective?
How will company leadership quickly train managers on what's necessary to keep in touch with employees and keep projects moving forward?
How will company leadership communicate with transparency?

Tip: Touch points with individuals and your team are important, but avoid “Zoom fatigue” and video call burnout by deciding what priorities need to be a video meeting versus what can be worked through or discussed over email/chat.

2. Collaboration

What channels serve best for various types of communications?
When should teams use video conferencing or phone? Company chat system or email? Text?
What equipment do employees need to effectively work remotely?
Do equipment and technology needs vary by teams or individuals?
What are optimal ways for managers to keep up with team projects to ensure quality and content?

Tip: As you think about communication channels, it's critical to identify what content can and should be accessed after the communication is delivered - such as when new team members are onboarded, or as needed for historical reference.

3. Culture

What are the best ways to keep up morale, especially for team members who are potentially more isolated?
How will managers identify employees who need more coaching versus less coaching during remote work?
How will company leadership keep employees future focused and looking forward?
What are effective remote leadership skills and how will managers be trained on them?
How will the company keep up with Corporate Social Responsibility efforts?