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Flex work ≠ guess work: How to stay in sync without micromanaging

Do you have the right to know where your team are when they’re working from home?  Are you afraid of blowback, if you do ask

Is it better to:

  • Be easy-going about your team’s availability?

  • Have clear expectations about when people are available?

For staff, especially new staff, working from home can be tricky. It's easy to get lost in a sea of sweatpants, household chores and school pickups and drop-offs.

But where do you drop the line?

You might want to be accommodating - but is it the best approach?

According to the Global Culture Report by O.C. Tanner Institute, setting clear expectations for work hours and availability is better for your team - and the workplace and results in a:

  • 96% increase in employee engagement

  • 121% jump in leadership scores

  • 52% improvement in employee wellbeing

Freedom to work, not freedom to drift.

The schedule can still be flexible, it just has to be agreed upon and adhered to.
     

It’s also helpful if leaders provide resources to create a dedicated workspace and encourage regular breaks (also easy to miss when working at home alone).
 

And let's not forget, disconnecting from work-related communication when outside of working hours is crucial - otherwise, we'd all be working 24/7, which is just no fun at all.  

What’s one of your tips for setting boundaries for yours team when they’re working remotely?

Drop me a line and share your experience of finding meaning. I respond to all emails personally.

#humanresources #leadership #remotework #crispopp

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