High Performance: Remote Possibilities

Highlights from the October 20, 2021 webinar by Michael B Ross, Principal, HBK High Performance

The importance of mindset: It is the difference between being successful and unsuccessful, particularly in how people handle crises and systematic change. We have seen both crises and systematic change during the pandemic; still, many business owners have reported that 2020 and 2021 have been their highest revenue-producing years to date. Is it possible that mindset’s a key contributor?
That growth has created a need for organizations to find quality employees, but they are having trouble attracting good employees. Many employees want to work from home. Research shows that remote workers are more productive, enjoy a better quality of life, and are more engaged.
Mindset means we have a set way of thinking. Ninety-five percent of our lives are comprised of subconscious streaming habits. Once we form habits we want to remain in them as much as possible. Change is difficult because we are changing that mindset. But those who adapt to change are the most successful in life and business.
The most important question about remote working is, “How do I build a strong culture with a remote workforce?” It requires a high level of engagement to build a strong culture.

Five benefits of a remote workforce:

Increased productivity: Stanford research with remote and traditional workforces revealed remote workforces were more productive, workers took fewer sick days, and their organizations had 50 percent less employee attrition.
Reduction in costs: The same Stanford study showed savings of $2,000 per employee in office costs. Think about how you can leverage your office space, including subleasing.
More competitive in their markets: Attracting and retaining talent is key to being competitive. Thirty-five percent of surveyed workers say they would change jobs to have the option of working remotely at least part time.
Not limited by geography: You can recruit all over the country—or the world. Consider the scale of talent available around the globe.
Work-life balance: employees have more time for both their work and their life events. Employees develop greater discipline when they work from home; they have to be more organized. Work-life balance is one of key factors in employees remaining with their organizations.

Three practical ways to build a strong culture with a remote workforce:

Be intentional with your purpose, vision, and expectations. You have to operate from a purpose and with a purpose. Organizations must set expectations for remote workers:

Have set work hours for remote workers, just as you would if they were coming into the office.
Communicate the results you expect.
Measure results with accountability meetings.
Set expectations for response time.
Set expectations for each project for time, scope, and budget.
Always point back to showing how expectations fulfill your purpose and vision.

Maintain engagement. Make a minimum of three touches a week. Have all-team meetings at least once a month. Talk about the work you’re doing and the impact it is having. Give constructive feedback as well as positive feedback. Build teams and facilitate as much group work as possible.
Have a trial period. Test out remote working over a period of three to six months. Don’t let your current mindset keep you from trying.

Are you adapting? A remote workforce can be positive. Building a strong culture with remote workers is possible if you have the right mindset.

High Performance is HBK’s group of leadership consultants and we’re here to help. We’d love to hear your story discuss how we can solve your leadership and culture challenges. Contact us today to schedule a 30-minute, no-obligation consultation.

Be intentional. Be exceptional. And lead!

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