S-U-R-V-I-V-A-L.

I’m guessing this is what’s on your mind right now.

You’re on the front line of the global COVID-19 crisis, but if you’re like most people (outside of healthcare and essential businesses) your role is more about restraint than it is about doing something. Not going to the office is probably the closest you can get to saving the world.

But you still have a job to do. And it just got a lot harder than it used to be.

If you’re like people in most offices I’ve seen, you’re used to walking to your colleagues’ desks or offices for updates. You never needed morning huddles or status meetings because everyone on your team was on the same page. You might have popped your head into your supervisor’s office when you left for the day, but there was no need for a formal sign-off.

To state the obvious, things have changed with COVID-19.

Before the crisis, more and more companies, including small and medium sized enterprises (“SMEs”), were moving towards remote work. In my experience, this transition to work from home (“WFH”) was gradual, controlled, and elective. Many businesses (even some massive multinationals I’ve worked for) were dragging their heels in embracing WFH. They never fully bought-in to remote work.

We’ve now been thrust into a new world of WFH as the norm.

And that’s not the only variable. In addition to losing physical proximity to our workforce, much of the global workforce is confined in close quarters with people who have pressing needs.

Your key staff is not only trying to keep work moving along for you, they’re also trying to keep their children on track with their remote learning plans. Or they’re trying to keep their elderly relatives from taking a walk with a few close friends.

How do you make sure work is moving along in this new landscape? How do you do it without adding to your own mounting anxiety?

SHORT ANSWER:

B-R-E-A-T-H-E.

Take things one moment at a time, one day at a time.

You already know how to do this (at least the breathing part). I recommend the writings and talks of Jon Kabat-Zinn if you need additional guidance.

LONG ANSWER:

Accept the new reality, plan accordingly, learn as much as you can about remote work, and be flexible.

I’ve worked for big business, at times leading off-site teams and at times working remotely myself. I’ve worked for a micro-business in a role that required frequent travel and work from coffee shops or my home office. In my experience, the principles around working remotely are intuitive and fairly consistent no matter the size of your team or your industry. But I’ve always been surprised by how much businesses, large and small alike, leave on the table by not planning.

Over the next days and weeks, I’ll post my thoughts on managing people and teams when they’re not sitting right next to you. My hope is that putting some organization around a few relatively simple concepts will help you think through your own remote-management style and will make your work life easier!

THINK GLOBAL, ACT LOCAL

Before we get into specifics, I have a brief recommendation which I hope you’ll indulge. It’s about embracing change.

Right now, everything is about SURVIVAL. That’s what you’re focused on and that’s what I’ll be focused on in helping you manage the new reality.

However, I firmly believe that the global pandemic will have a lasting impact on the way we work. I suspect that the labor force, companies, and even governments will demand more flexibility in work arrangements. This will require rethinking everything work-related from hours, to tools, to training, to commuting, to work locations. In the post-COVID landscape, my expectation is that WFH and remote work will no longer be considered optional or aspirational.

I believe that the global economy is taking steps towards a new work philosophy. Aside from a few businesses that rely on physical proximity (e.g., retail establishments, some doctor’s offices), all businesses will have to rethink how they work in the new economy.

Most importantly, these changes have the potential to lead to a better working world.

The shift may lead to some pain as we get past our inertia. But one thing I’m sure you’ve learned is that change is inevitable, and the pain is worse the more we resist.

The good news is that any time you invest today in learning how to manage a remote workforce will only serve to make you more competitive in the post-COVID labor market.

You don’t have to agree with everything I (or anyone) says but if you agree that change is coming, make sure you buy-in!

…and if you like what you’re reading, please check back here for new blog posts discussing some techniques you can implement to make WFH less stressful!