By Shalini Ramakrishnan, Director of Product Marketing

Ready or not, organizations worldwide have had to adopt remote working at a scale never experienced before. 

As organizations and employees navigate this new world, finding their rhythm can be challenging for many. Undoubtedly, there are tremendous benefits to remote work. However, in an environment plagued with uncertainty and fear owing to the pandemic, it can be hard for employees to be completely productive and engaged. Settling into remote work can especially be daunting for those who thrive on the routine and the social interactions of an office or a worksite, making it significantly hard for them to focus on work. 

While adjusting to remote work for employees is hard, it can be harder to manage remote workers. Managers now need to have very high empathy levels to motivate and guide their teams and need to support their teams through this transition while supporting themselves. 

Given these shifts, organizations have to empower their employees to navigate this new normal. Coaching can play a big role in helping employees manage this change while helping them move along their career paths. 

Let’s accept it. Things have changed 

Given the current version of working remotely is unlike the remote working we did previously, making this shift is not easy for many. 

  • Families are juggling full-time work while facilitating online learning for kids who are out of school for an indefinite time. 
  • Most have their spouses working remotely as well. Adjusting to this new scenario is quite different from any other time. 
  • Organizations need to take cognizance of the fact that their employees are now adapting to a unique set of circumstances where they are experiencing a broad range of emotions, most of which are unpleasant. Worries about how to showcase work, how they will grow within the organization, and how their career will progress are growing concerns for employees. 
  • Many, especially the high-potential employees, might be finding it hard to figure out avenues to contribute more and show an impact. The absence of face time with managers and leaders can lead to feelings of isolation and insecurity, and general disconnect. 
  • While managers might just be checking in more frequently than usual, it can also often be misconstrued as micromanaging. This could lead employees further down the disengagement path unless the rules of engagement are redefined. 

How can coaching help?

Coaching the remote team can help alleviate most of these problems by giving them the guidance and clarity they need to traverse this challenging environment. 

Coaching gives them access to individuals who will guide them along their career path while being empathetic towards their problems without holding any judgment. 

Coaching a newly-remote team is also essential to help them understand how to navigate this new normal and make the right moves to become more visible across the organization. Unlike a one-time training session, coaching is a constant process and helps employees develop the power skills to complement the technical abilities needed to thrive in challenging environments. 

Today, and in the days to come, skills like critical and strategic thinking, growth mindset, empathy, EQ, communication, collaboration, and the like will be essential to enhance business outcomes. 

Organizations have no option but to help their employees improve their behavioral and power skills and upgrade their technical skills if they want to move along the path to profitability. And the path to this is through coaching.

How to coach your newly-remo

te team?

Before organizations begin coaching their employees, they have to first refocus and redesign their leadership coaching strategies. 

Read: Want to Create A Pipeline of Leaders? Train Managers to Become Better Coaches

Leadership coaching in the COVID era will demand a makeover as leadership has now become more virtual than ever before. 

Since leaders have to be the positive agents of change, it is imperative to build authentic leadership models that will inspire employees to follow the leader and remain engaged in the workplace. 

Coaching strategies for remote teams need to be driven by data. 

Gone are the times when employees could be brought into a room and made to go through any training program. Relevance, context, and personalization are now extremely important – especially when organizations need employees to be self-motivated and highly engaged. 

Coaching strategies for a newly-remote workforce have to therefore focus on:

  • Becoming more contextual and relevant to the employee. Using data-backed Behavioral Analysis or 16 Personality Factor Assessments help in identifying gaps and areas of improvement and help in making coaching contextual for the employee
  • Establishing the right coach and employee pairing to drive better connections and better outcomes. Organizations can easily achieve this by using an AI-powered platform that can connect the right coach with the right employee to help them address their skill gaps.
  • Building emotional intelligence of employees and their managers to help them collaborate better by being more empathetic and understanding towards each other’s challenges.
  • Empowering employees to discover their strengths and weaknesses and nurture their talents to grow leadership skills, improve productivity, reduce job-related stress, and improve interpersonal relationships in a remote environment. 
  • Providing powerful, personalized, easy to use, and private coaching interactions. Provide AI-driven contextual nurture touch points to make coaching more effective and impactful.

This is a time when organizations have to utilize their emotional intelligence to understand the plight of their employees. 

The United Nations has issued warnings and has emphasized the concerns of mounting stress owing to this pandemic. Never before have employees experienced such ambiguous times where fear of jobs and career trajectories are at loggerheads with a crumbling economy and personal health worries. Organizations that give employees the support they need to steer the rudder will be rewarded with loyalty, commitment, and the benefits that come from having highly engaged employees. 

Connect with us to identify ways to leverage the AI-driven coaching platform to coach your newly remote workforce and their managers for success. 

By Shalini Ramakrishnan, Director of Product Marketing

The world is bracing itself against the Coronavirus (COVID-19) epidemic. Many organizations are scraping big-ticket events − Facebook’s F8 2020 Developer’s Conference and the Mobile World Congress (MWC) 2020 already stand canceled. Companies like Microsoft, Google, Twitter, and the like are taking deliberate steps to support their staff with remote working opportunities to keep the workforce productive, without compromising on health.

Twitter, for example, has made it mandatory for all its 5,000 employees located in Hong Kong, South Korea, and Japan to work from home. Facebook is conducting interviews via video−conferencing instead of in−person. Amazon has asked its Seattle workers to work from home as well for the time being.

While Coronavirus risk is pushing organizations to support remote work, the fact is that, for many companies remote working has already become the new normal.

−A report by PWC shows that 64% of millennials would like to work from home.

− Another study by Buffer on the state of remote work in 2019 showed that ‘99% of the interviewees reported that they would like, at least once in their career, to be able to work off−site’.

− A Zapier report showed that approximately 74% of the workforce would quit a job for one that offers remote working options. The report further elaborated that 57% of the workforce consider remote working options their ‘most preferred employment perk’.

A Upwork study revealed 63% of companies now have remote workers.

Companies such as WordPress have augmented the case for remote working as well. WordPress, for example, runs on a 100% distributed team and runs at a successful net worth of $1.16 billion.

It is hardly a surprise that remote working is growing at a phenomenal pace. As we waltz into the age of hyper−mobility, remote working is emerging as a valuable tool for organizations − to gain access to a skilled workforce, irrespective of location, and to improve competitiveness.

With remote working becoming a grounding reality, organizations have an important question to consider − how can they engage a remote workforce? While it might seem that enabling remote working should be enough to guarantee high productivity, the isolation element of remote working can impact the engagement levels of employees.

Not being physically present with other team members and colleagues can have residual effects on team performance, individual productivity, and communication. Consequently, it impacts employee engagement as well.

So what can organizations do to keep their remote teams from falling into the chasm of disengagement?

Identify high−potential remote employees

In the midst of acute skills shortage, organizations are increasingly compelled to look within their workforce and identify high−potential employees who can fuel their leadership pipeline. Lack of interaction and contact between employees owing to physical distance can lead to discontent and flagging motivation levels. All of these contribute to lower productivity and end up impacting the bottom line negatively.

Just like the in−house workforce, organizations have to give equal opportunities to their remote workforce to thrive in their careers. It is essential to have clear, open, and transparent communication along with a proactive feedback process to enable employees at work. The absence of face time and day−to−day interactions should not be an impediment to identify hard−working employees and help them navigate their careers to success.

Provide opportunities for skill development

Not all are created equal in the work environment. However, the tables often turn unfavorably on remote workers as organizations do not focus on the skill development of this remote workforce as their other counterparts.

However, while it can be easy to identify the technical skill development needs of this workforce, finding out where they need help to hone their power skills can be a challenge. Power skills such as problem-solving, communication, decision making, collaboration, and such are important tools that help navigate the workplace challenges and also increase employee engagement levels. Along with this, power skills also help in creating a more mature and well−rounded leadership pipeline − one where power skills complement technical skills.

Enable self-development

The art of self−development is a critical art to master in remote working environments. However, the boon often becomes a curse in the absence of direction when it comes to chart one’s career path.

It can be hard for remote workers to know how they can improve, and which development aspects they should focus on, especially in the absence of everyday interactions. This can lead to dejection and flagging engagement, especially if employees feel they are not rewarded at the end of the year. The reality of today’s work environment is that people have to be self−motivated. And organizations have to enable this self−motivation and self−development.

Helping employees understand the areas of improvement and development, especially in a remote environment, can be a challenge. However, organizations can leverage assessments such as 16 Personality Factor (16PF) Assessments to help their workforce identify their potential and development needs quantitatively.

Armed with this information, organizations can leverage coaching as a tool to help their remote workforce navigate the skills chasm (especially soft/power skills) and drive business results by becoming more engaged.

Say goodbye to generic engagement programs

Engaging a remote workforce means saying goodbye to archaic, one−size−fits−all engagement programs. Given the rising number of millennials in the workforce, their proficiency and ease with technology, and their predisposition towards personalization, engagement programs need to be tailored to meet each enterprise function and the audience specifically.

Employee engagement initiatives can be broken down into smaller programs that will resonate with the remote workforce. This could include aspects such as core values and skill development, innovation engineering, new hire skill development, inside sales coaching, sales management coaching, and many more. Taking a tailored approach that accounts for the unique development needs of the remote workforce helps in driving up engagement levels, even in remote teams.

Along with all this, to boost employee engagement levels of the remote workforce, organizations should foster shared values, ensuring that employees, irrespective of their location, are bound by common work principles and attitudes. Shared values have to be a part of the everyday existence of the employees and hence have to be communicated clearly, and repeatedly. It can be an incredible tool to boost engagement with remote teams.

NumlyEngage is an innovative platform that enables the development of soft skills through personalized coaching, in a structured and consistent manner, and enhanced by Machine Learning and AI. Talk to us to know how you can leverage the power of NumlyEngage to deliver measurably greater employee engagement for your remote workforce.

Upcoming Webinars - Engaging and Up-Skilling Your Employees From a Distance

3rd and 17th December, 2020