Today many companies are offering their employees to work from home. However, not everyone has the opportunity to work remotely. Some experts do not leave their combat posts in office spaces.
The Geniusee team decided to figure out how to build work in a “mixed” team, which works both at home and in the office. We have written this text on the example of how a similar process is built within our company. And we will also talk about the issue of current interest, which is what are the pros and cons in remote work.
Our company uses the following principle - it does not matter whether employees work remotely or sit in the office. We treat the whole team as if all its members were working at home.
To put it simply, we do not divide our team into those who "sit" at home or work in the office. This is necessary in order to align the capabilities of all team members and provide everyone with the same work tools.
It all starts with planning. It allows us to represent clearly the time frame when we get a specific result. As a matter of fact, it is always necessary to plan, but it is during the work of a distributed team that everyone needs to understand clearly when the result should be achieved and what it should be like.
In order to plan everything correctly, we need to remember a few points.
So, we have got a plan and it can be in any form, an MPP file or a plain text. But it is necessary that it should spell out the sequence of work, the assigned resources and the completion dates.
After planning, we reflect the tasks in the team collaboration tool. We use Jira. It goes like this:
Each task has its own life cycle. Usually, we use the following statuses:
In order to understand how the tasks are carried out and how our expectations of the intermediate results correspond to the results obtained upon completion of the tasks, we control these tasks:
The key thing in work with a distributed team is communication. Everyone is in different places, and there is no way to discuss or convey something quickly and to everyone at once. Therefore, we recommend communication be pre-planned, thought out and performed with tools that will enable it to be implemented reliably.
Here is what we use in our practice.
Calls must be planned in advance. In urgent cases, of course, you can also phone right now, but employees may not be ready. The regularity of the calls is also important, so that all team members feel the rhythm and prepare for a dialogue. It is very important that there is the ability to demonstrate the screen and to transmit voice. The video stream is completely optional.
And another good idea would be to conduct daily joint video conferences in the morning for 10-15 minutes. It will allow employees who are on a remote to tune in to work. It serves as a kind of link between the house and the office.
With proper management, a mixed model can be very effective. For example, it allows you to attract the right specialists no matter where they are. This will save the company money for finding an employee in cities with high personnel competition.
As in any other labor organization approach, the remote has its own set of pluses and minuses. Some of them may turn out to be a significant obstacle for a number of managers to transfer their employees to remote work mode. For others, it will open up new business opportunities and increase labor productivity.
In addition to the list above, there are a number of difficulties that can discourage managers from fully transferring employees to remote work:
Most likely, there is no single and unequivocally correct approach to organizing remote work or debugging the process of working with a distributed team.
Each manager or business owner has the right to apply one or another approach in their particular case. They decide themselves where it is possible to be more flexible, without losing current indicators, and where it is worth showing restraint and endurance.
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