Above: How to avoid the pressure of a stressed remote worker
The results of the remote workers have surprised many organizations, but there is a risk that you will push your employees too far.
I fired on my company-issued laptop this morning, and rolled my eyes like another range of security applications and updates pushed to my device. It took less than 12 entries of my username, password and multi-factor authentication token to log in to the tools I needed to do my job, and the tool I have slowed down with the half a dozen apps designed to keep me "safe" pegging my CPU at 100% usage.
A few minutes later, I was finally able to open my Outlook calendar, breathing a sigh of embarrassment as I watched back Zoom meetings that ranged from the expected customer activities, to meetings “ obligatory sport ”, to hours of reflection, for my favorite - a slot set by a well - meaning person for“ Time for personal rest ”recorded three times.
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All of these small attacks on my time were certainly in good faith. I’m sure (or at least optimistic) that each security app serves an important purpose that the other six anti-something apps don’t cover, just as the individuals who set up hours and sessions do. meaningful cocktail on “maintaining balance” noble intentions. However, there is an increasing risk that you will kill the productivity (and hygiene) of your remote workers one tiny cut at a time.
Put yourself in your employees' shoes
Pre-COVID-19, terms like user experience and people-based design were all a disgrace, but we seem to have abandoned this idea at the most basic, human level. Starting your day with a device that runs as a 6-year Windows 95 installer (youngsters who have never had that experience can explain that this is sadly slow), where you get a cup new coffee between when you click an application and when it finally opens, a poor user experience with no metric. Security is certainly important, but it needs to be balanced by allowing your employees to work.
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Similarly, even the best-intentioned meetings and activities can be daunting when consistently pumped into a calendar. Like it or not, most of us are too polite to delete these, and there is a sense of responsibility to accept the meeting anyway. All of this can contribute to the feeling that work has become an endless grind, especially when trying to make dinner for the kids while at the same time getting into the key. multitasking for the fourth time while watching the “wait” icon spin as Zoom loads your ninth video call for the day.
The risk of burns - or worse
By any metric, as human beings we face a set of never - before - experienced scenarios and challenges. Thirty seconds of news headline browsing should be enough to convince most people that the world is tense, and when you mix the broader racial and ethnic challenges. social with job insecurity, at the height of a global pandemic and forced loneliness, we are beyond the capacity of many of us to process and deal with all of this.
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At best, employees may grind and grind, and I have noticed a number of video calls with cameras off it, and it is clear that participants are do something else. In other cases, I have been "disappearing" for a number of team members for a day or longer, and the solution seems to have been a sad depression in many of the people I spoke to. These "micro-mutinies" could turn into something far worse, from workers who do the least to escape, to people who "study" permanently and fall. next to your company and even to society at large.
Tackling these challenges by adding a 12-meeting series on “optional but strongly motivated” mental health is not going to help.
Guide by example
As leaders, it is up to us to lead by example. Here are some options that will help instead of hindering remote workers.
- Strictly stop too many meetings, and consider creating a portal for optional social gatherings or information sessions so that those interested can "buy" for what they like, rather than carpet bombing calendars and set creation without a model of tiny responsibilities that become a huge burden overall.
- Instead of reminding employees of your miraculous mental health benefits in an email blast, take individual chairs and share some of the challenges you’ve had in an effort to create conversations that allow you can measure how that employee is doing.
- If it's within your grasp, make sure that tools and systems focus on keeping people productive and gaining advanced knowledge, with reasonable security instead of security that is so good, it does almost any real job impossible.
We are all struggling with great challenges, which seem to be coming from all sides. Strive to create an environment in which "we are all here together," rather than one in which each individual feels in opposition to the world, and terrorism is the only answer could.