Taking a Second Look at Remote Work

As I sat in my bathroom reading an article (yes! my bathroom, my calm space). I found myself enthralled by its contents and felt motivated to ponder the findings a bit, as it was a reflection of our current time. The article, “The Future of Remote Work” was written in 2019, by Zara Greenbaum and detailed research findings by psychologists of the then-emerging trends in teleworking. I reflected on my own telework situation that emerged due to Covid-19 and became aware of the notable cultural shifts in work that the article highlighted.

Benefits of remote work

Greenbaum (2019), outlined some of the benefits for which people then choose to telecommute. It’s 2021 and while telecommuting for many was not initially a choice, but a necessity due to the pandemic, the benefits remain the same. Avoidance of daily commutes, reduction in workplace distractions, and fulfillment of family care responsibilities were some of the cited benefits. Leaning to more work satisfaction and the same or even higher performance. I then switched focus to my own worksite/homesite combination and acknowledged that I likewise feel more satisfied with work. I get more done since I do not have office distractions, and most importantly, with the current home school situation, I no longer worry about the safety and security of my children. However, not everyone enjoys these benefits. I do have clients who hate it, remote work is a significant source of stress. They become preoccupied with social isolation, struggle to establish a routine, feel terrified over the invasion of their home space, and are often guilt-driven to work 24/7. 

Evaluating remote work performance

Another point noted by Greenbaum (2019) is a needed shift in work performance evaluation. Not all jobs are designed for remote work. Hence for those jobs that permit continuous business growth through telework, the policies guiding performance evaluation should look different. Company leaders are usually fearful that performance will suffer if employees are not closely monitored. We have learned to equate physical presence (I can see you), working late (I can see you), clocking in (I can see you), busyness (I can see you), frequent checking in (I can see you) to employee effectiveness. The employee who calls in sick or is late is ineffective. I will confess that I have experienced sickness while working remotely but with my Tylenol and hot tea, I often feel better and continue to work. I was sick, I was not physically seen, but I still completed my work.

Rely on results

Reevaluation of performance means managers must now rely more heavily on results, which is a challenging transition both for the employer and employee. Identifying performance targets and identifying the rate for completion is daunting and should be created with careful consultation. Insurance companies are very good with identifying key performance targets, thus for billing, payment must be completed within a set time frame. 

Survival tips for remote work

Indeed, as noted earlier working remotely is not suited to every occupation. In fact, when it comes to teleworking it rarely is an all or nothing arrangement (Greenbaum, 2019). But as we continue to function within this Covid Evolution, it’s a reality for many persons, whether viewed as advantageous or not. Here are three tips to ensure your telecommuting is a healthy one.

1. Establish boundaries. 

Work is now associated with home and will intrude on family time.  

• Define a workspace in your home. Do not take work outside of its space if possible. 
• Define a work schedule. Keep to the time and activities in the schedule.

2. Avoid social isolation. 

With today’s technology, we can say connected despite our geographic location. 

• Create small teams that are structured to connect at the identified intervals, such as the start of shifts, at the end of shifts, or hosting online meetings.
• Create a buddy system if teams are large. 
• Schedule times to meet periodically at the office or at alternative locations. While living in Chicago, the office relocated to the park when the weather was great. This activity elevated my mental peace tremendously. 

3. Communicate with your supervisor or manager any discomfort you may be feeling about remote work. 

There is a tendency with employees to not express job dissatisfaction, due to fear of job loss. However, job dissatisfaction has often been linked to burnout states. Communicating could lead to small changes that bring big relief. 

Reference

Greenbaum, Z., (2019, October). The future of remote work. Monitor on Psychology, 50(9), 54-60.