How will distributed work impact these 9 pillars of your business?
The following are some reflections on the way that distributed may impact 9 pillars of your business. We speak from experience because our Forte team has been working semi-remotely since 2018.
The goal of this post is to ask questions that you might not yet have considered as you (and many others) make the transition to remote work.
Telecommunications
Often overlooked, a mobile and remote telecom strategy is essential. Many companies assume they’ll use cellular phones to support remote work.
The challenge with this approach is that those phones are NOT connected to each other in the way that an effective business phone system is. The result can leave your teams disjointed and not as nimble as they need to be when working remotely.
A cloud communication system by comparison will mesh messaging, video, and phone calls into a single platform and allow any team member to reach another with a single click. No need to keep track of mobile numbers, which can be daunting if you’ve got more than 5-10 people in your organization.
Technology Tools
There are many technology tools out there today. Most people immediately think of video conferencing. It is also important to balance the need for “the next great thing” with some proven tools that get the job done. Without reliable microphones and speakers, the highest quality video call will be a frustrating experience.
Real Estate Planning
How will remote work change your real estate strategy? Will you need fewer offices, smaller offices, different offices? Will your work space align with your business strategy?
For some, the answer is to fit more employees into the same traditional space. For others, the office transforms into common ground where employees meet to collaborate. This is the model we have adopted, and it has allowed our team to decrease our costs per employee.
HR Recruiting and Retention
How will a remote work allow your company to attract and retain top talent? Remote work can allow your organization to support different life situations within your team, attract new talent looking for flexible work arrangements, and generally lead to happier teams when done right. Who could you recruit or retain if you had a remote work strategy?
HR Policy
When everyone works remotely, what’s a vacation day? What’s a sick day? When does the workday start, and when do people meet? How is individual performance measured? How are reviews conducted? All of these are important questions that are often overlooked when companies set out to allow employees to work remotely.
Financial and Compensation Analysis
When people work remotely, you may need to change how they’re compensated. Many companies are moving to a performance-based compensation plan. This works well for many roles that have traditionally been paid this way, but there may also be ways to implement performance measurement and rewards for all employees so their compensation is more closely tied to their productivity and goal attainment. Do your teams have well defined personal objectives?
Network Security
When your teams work remotely, they’re connecting into your network from outside the firewall. This requires a comprehensive analysis of the risks, rewards, and best practices that are required to ensure data and people remain safe. Working from 3rd party sites like coffee shops and airports can bring its own set of risks. What is your network security strategy and how does it integrate with your overall remote work strategy?
Management Best Practices
As a leader in your organization, remote work will change many of the dynamics of your organization. Our team includes experienced business leaders and can work with you to define some of the best practices that make your team perform well and help you adapt those to a remote work environment.
Corporate Culture
The saying goes that “every organization has a culture. If you don’t define your corporate culture, someone else will.” Remote work can change your corporate culture profoundly. We can dig deep with you to ensure we pick the best aspects of your culture and ensure they’re preserved while using remote work to really turbocharge your culture. Corporate culture requires your attention and cultivation, especially when transitioning to a remote workforce.
We wish you all the best as you navigate these turbulent times, and we are here to help if you have any questions or concerns about your transition to remote work.
About Colby Harder
Colby is a business leader, consultant and a champion of the distributed workforce. With 20+ years of experience creating and leading businesses, he works with senior executives to provide perspective on technology adoption. He can be found working in Whistler, the Okanagan, or wherever the snow is deepest.
About our Distributed Workforce Transformation Practice:
Forte is a boutique business and technology consulting firm. We work with clients like you to help you define opportunities, identify risks, and implement strategies. We are experts in audiovisual technology, distributed work transformation and cloud communications migration.
Often, our team just gives you the extra human bandwidth you need to implement fast change. Our team of consultants include business leaders, technologists, financial professionals, and HR consultants.