How to deploy a remote workforce

How to deploy a remote workforce

Due to COVID-19, companies around the world are suddenly asking their employees to work from home. Of course, you want to ensure your team’s transition to virtual work is as smooth and painless as possible—even if you don’t have as much time to prepare as you’d like. Here are some pointers to help you and your employees through this challenging time:

  • Make sure each team member has the equipment they need.It’s critical that all of your employees have a computer or laptop with a functioning camera and microphone. They also need good security software on their devices, and routers with high-speed internet, as Lifewire If anyone doesn’t have the necessary equipment at home, order it for them.

  • Ensure access to important company resources. If you can provide remote access to the company’s network, do so as soon as possible. If your business doesn’t use cloud applications yet, leverage G Suite™ or other workplace collaboration software that will allow your team to store files and work on projects together. 

  • Schedule daily check-ins. Harvard Business Review recommends having a daily call or teleconference with your employees—either one-on-one, or as a team. It’s important that your people know they can count on their time with you as an opportunity to discuss questions or concerns. 

  • Establish internal communication methods. While email is still the preferred way to communicate with clients, it’s not ideal for smooth collaboration. There are several apps you can use to connect your team members, such as Slack®, Google Hangouts™ and Microsoft Teams®.

  • Deploy workflow management tools. ProofHub and Asana® are just two of the workflow management tools you can use to organize your projects, assign specific tasks to each employee and track project progress. 

  • Invite open communication. It’s important that everyone on the team feels confident enough to ask questions and provide feedback. As Inc. points out, when people can communicate freely, it increases camaraderie and eliminates confusion.

  • Create opportunities for social interaction. To combat any feelings of isolation, come up with ways your team can interact remotely. For example, you could organize weekly happy hours via FaceTime® or set up a Facebook® group just for your employees.

  • Encourage your team to be patient with themselves and each other. Team members who are new to working from home might need some time to adjust. And not to mention, their children, spouses and other family members might also be at home requiring attention.

It takes some time to get used to working from home and managing a remote team. But if you and your team work together and support each other, you can be just as productive as you’ve always been in the office.

While we don’t have all the answers yet about how long this public health crisis will persist, please know Kelly remains open and operational—here to serve and champion for you. 

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