C-Suite Blind Spot – The Remote Workforce – Can we ensure a Successful Transition

Blind Spot

According to the PwC April 2020 Workforce Pulse Survey, 54% of leaders now say they plan to make remote work a permanent option for roles that allow it. With the degree of global uncertainty regarding COVID19; indeed, necessity appears to be the mother of invention and opportunity. How leaders ensure success in this megatrend transition is a question that is of utmost importance at this point.

Almost everyone realizes the obvious challenges and benefits associated with accommodating remote work. Communication, isolation, family, kids and distractions top the list of challenges that remote employees will have to deal with. While eliminating commuting time and the cost savings associated with smaller corporate office footprints are benefits for employees and corporations, what are the hidden pitfalls and elements that hinder a smooth transition? What are we not considering? What might we be missing?

Illumination

For companies who have had limited experience with the concept of a remote workforce prior to COVID19, accommodating the need to rapidly enlist a remote workforce successfully, may uncover unexpected challenges. With the uncertainly and possibility with a second or third wave of this pandemic, developing and implementing a solid plan is imperative. Investing in ensuring a robust plan is developed the first time will allow corporations the flexibility to adapt as needed and minimize unexpected costs and unanticipated interruptions to their business.

Executives may want to consider the following when developing their workforce transition plans to ensure the investment is maximized and implemented effectively:

· Enhanced communication and connectivity

o Develop tools that support consistent and transparent contact across the organization

IT Security

o With employees working remotely it poses enormous potential for security breaches

· Suitability & Functionality of home offices

o Equipment, ergonomics, internet connection

· Human Resources & Employee Wellness

o Balancing mental health and work-life issues; adjusting hiring objectives that support

remote work

On a positive note, recent research is showing that those who embrace remote work successfully, enjoy it and want more of it. Which would provide a win-win for employees and corporations with the correct mix of technology, policies, procedures, and support structures in place.

Many of my accomplishments have been win or lose situations. For me, second place was not an option. My key to success was to assemble a diverse team of specialized individuals who were experts in their fields. Together, we were able to develop strategies that helped me to identity, address and eliminate my “blind spots”. Executives may want to approach their blind spots similarly. When winning or losing are the only two choices, choose to win.