Four Leadership Lessons I’ve Learned from a Global Pandemic
Despite the challenges COVID-19 has presented globally, especially in businesses, such challenges have proven to be valuable learning experiences.
Organizations and leaders have been tested with remote work plans, crisis management, and unexpected business continuity planning. With this new knowledge and discoveries, I believe organizations and leaders alike understand a crucial element; they were nowhere near ready to transition and operate remotely. Sure, they pivoted quickly, but there were still issues along that journey to be managed.
As a result, a few areas have emerged that will continue to be top of mind:
When the COVID period eventually passes, the need for continued emergency preparation must act as a wake-up call to organizations and leaders. A reflection and review of your internal policy might include a “work from home” policy now, including how employees can collaborate efficiently. This policy must ensure that communication between team members is effective and that communication mediums are also outlined. It is a major need for preparation today, should a situation as such or similar arise in the future. Putting plans in place as a baseline and guidelines on staying connected should be included, as well as storing information, and the availability to communicate through secure platforms and tools should be identified. Standardizing remote work practices and policies, including project management tools and communication channels for readiness, will help in the policy.
The positive aspects of remote work – Although many employers have been offering telecommuting for a while before the pandemic and subsequent lockdown, working remotely for extended periods was not always considered. Once the circumstances forced it to the surface as an option, the hiring pool expanded, and new positions were created that were not foreseen or feasible in the past. Another noticeable result is increased productivity or improvement for skeptics about remote work; this has been proven, sadly for you!
If you wonder about the correlations between remote work and productivity increase, fewer distractions to employees come, which generally happens when they are in the office (I can relate to that). Furthermore, they tend to be less tired because they are not commuting and are more structured with task tracking than in the office. In effect, newly remote workers actually worked harder from home during the pandemic.
Studies have shown the COVID pandemic has changed how some work is done for 74% of employers –
What this means is that businesses have had the opportunity to scale their office footprint down permanently by making changes to their physical environment. Offerings such as touchless payments and choosing video services over physical face-to-face interactions (conferencing, interviews, assessments, etc.) were made. When telecommuting showed itself to be a strong potential for certain job functions to continue post-pandemic, permanent, or hybrid options meant that office space can be significantly reduced. This also included some sourcing out of specific talent or tasks that were no longer a major in-house need. The more that can be outsourced or done from home permanently the less office space will eventually be required and the more revenue returning to the bottom line.
One thing for sure we can safely say about remote work is that it is here to stay to some degree, becoming a vital consideration of an organization’s business continuity planning and crisis management plans. Organizations, now more than ever, will be required to establish processes, protocols, and procedures that will allow them to operate at a moment’s notice as best as they possibly can.
There is always room for improvement – even though productivity has increased for some, the question remains to be seen for those who have not cracked the productivity code. Our families were all at home and that included our children attending remote schooling. Therefore the 9 – 5 workdays don’t necessarily work for some when working from home. A better option for accommodating personal and professional obligations may be flexible working hours to integrate both areas better. In these cases, work can be measured better by “getting things done” more than clocking in and out to a set routine daily.
Final Thoughts
As the return to office will be the focus of many organizations for the next few months, what are you willing to do to strike a balance and help support employees’ transition back? Revisiting processes, protocols, and current resources while keeping the well-being and mental health of the employees who serve and drive your organization’s goals and strategy in mind should place higher in your company’s hierarchy of priorities now.
