What Not to Do When Implementing Remote: Don’t Replicate the In-Office Experience Remotely

The COVID-19 pandemic has brought about a significant change in the way organizations operate. With the need for social distancing, many companies have had to implement remote work to continue their operations. While remote work has been around for a while, its popularity has increased significantly in recent times. Many organizations have realized that remote work can be just as productive as in-office work, if not more. However, implementing remote work is not without its challenges. One of the biggest mistakes that organizations make when implementing remote work is trying to replicate the in-office experience remotely. In this blog post, we will discuss why this is a mistake and what organizations should do instead.

Replicating the in-office experience remotely

When organizations first transition to remote work, they often try to replicate the in-office experience remotely. They use the same tools, processes, and procedures that they used in the office. For example, they might use video conferencing tools to hold meetings, use collaboration tools to share documents, and use time-tracking tools to monitor employee productivity. While these tools can be helpful, they are not always the best fit for remote work.

The problem with replicating the in-office experience remotely is that it ignores the unique challenges and opportunities of remote work. Remote work is not the same as in-office work. It requires a different set of skills, processes, and tools. For example, remote workers need to be self-motivated, able to manage their time effectively, and communicate clearly and frequently. They also need tools that are designed specifically for remote work, such as asynchronous communication tools, project management tools, and virtual whiteboards.

Why replicating the in-office experience remotely is a mistake

There are several reasons why replicating the in-office experience remotely is a mistake. First, it can lead to burnout. When employees are working remotely, they have more flexibility and autonomy than they do in the office. However, if they are expected to work the same hours and use the same tools as they did in the office, they may feel like they are always on call. This can lead to burnout and decreased productivity.

Second, it can limit creativity and innovation. When employees are working remotely, they have the opportunity to work in different ways and use different tools. However, if they are expected to use the same tools and processes as they did in the office, they may feel constrained and unable to explore new ideas and approaches.

Third, it can lead to a lack of engagement and motivation. When employees are working remotely, they need to feel connected to their colleagues and the organization. However, if they are expected to work in isolation and use the same tools as they did in the office, they may feel disconnected and disengaged.

What organizations should do instead

Instead of replicating the in-office experience remotely, organizations should focus on creating a remote-first culture. A remote-first culture is one that is designed specifically for remote work. It recognizes the unique challenges and opportunities of remote work and provides employees with the tools and support they need to be successful.

Here are some tips for creating a remote-first culture:

1. Use tools that are designed for remote work: Instead of using the same tools as you did in the office, use tools that are designed specifically for remote work. For example, use asynchronous communication tools like Slack or Twist instead of relying on video conferencing for all communication.
2. Set clear expectations: When employees are working remotely, it is important to set clear expectations around communication, productivity, and work hours. This will help employees feel more confident and empowered to manage their own work.
3. Encourage collaboration: Collaboration is key to success in remote work. Encourage employees to collaborate and share ideas using tools like virtual whiteboards or project management tools.
4. Prioritize well-being: Remote work can be isolating and stressful. Prioritize employee well-being by providing resources and support for mental health and work-life balance.
5. Celebrate successes: Celebrate successes and milestones as a team. This will help employees feel connected and motivated.

Conclusion

Replicating the in-office experience remotely is a mistake that many organizations make when implementing remote work. It can lead to burnout, limit creativity and innovation, and lead to a lack of engagement and motivation. Instead, organizations should focus on creating a remote-first culture that recognizes the unique challenges and opportunities of remote work. By using tools that are designed for remote work, setting clear expectations, encouraging collaboration, prioritizing well-being, and celebrating successes, organizations can create a successful remote work environment.