We’ve decided to conduct an internal survey after two months of remote work and see what 100+ of our employees had to say.
Like most other companies during the pandemic, Spica was forced to suddenly shift from office to remote work. While some weren’t now to it, doing it company-wide was definitely challenging and interesting. As we’re all about effective organizing and streamlining of business processes, we were sure this sudden change will offer plenty of learning opportunities
Not surprisingly, 91% of our employees would like to continue working from home after the pandemic - most of them for two or three days per week.
However, they would also like to improve some areas of remote work.
If you’re interested in first-hand findings, insights and tips from some of our more experienced remote workers, read on.
More than two-thirds of our employees think that work processes (e.g. meeting frequency and technological tools) need to be better adapted to flexible forms of work.
This result was expected, as the sudden change didn’t allow us to provide most of our employees with powerful laptops, VPN connections and other tools needed for efficient remote work.
As there will be more and more remote work, we’ve decided to create a set of rules and guidelines for it, where we’ll clearly state the processes our company uses and our expectations when it comes to working from home.
One of the bigger challenges our employees faced was separating work and private life. 66% of respondents said they would like to set clearer boundaries between private and business life.
This shows that flexible working hours can be a double-edged sword if you’re not disciplined and strict. Soon you can find yourself constantly skipping between work and private life, which can easily lead to burnout.
Scheduling your working hours and ensuring your family members don’t disturb you during deep work is of utmost importance.
Here are a few tips that make it easier to unplug once you’re done with work:
As you can see the frequency of meetings increased for roughly half of our employees, which is significant as meetings can be very time-consuming.
51% of our employees think that the meetings remained as productive as in the office and 33% saw the meetings as more productive, which is something to build upon.
Employees noticed room for improvement and think the meetings would be even better if:
65% of employees think they do not need more communication with management.
It seems that we implemented enough virtual meetings in our working process. The next step is to strive towards maximum efficiency, where all the participants are prepared, the agenda is clear and everyone stays on point. That should lead to fewer meetings without compromising clarity.
Speaking of clarity - 44% of employees would like to see clearer instructions and expectations. Although the sudden change because of Covid made things tough, we should still strive to achieve clear communication. Being clear can be especially challenging for middle management as they lead their team and answer to upper management.
That’s why it’s better to over-communicate, especially at the beginning. Focus on written communication, include everyone involved and explain things that might seem obvious.
That doesn’t mean you have to write long emails, but rather aim to communicate everything in a direct, succinct way. Get feedback from your team and managers and learn how much information they need to work smoothly.
We also asked our employees if “an encouraging way of controlling co-workers at work” should be introduced. 47% disagreed with it, 22% mostly disagreed and 20% would like this kind of control.What we think works best is updates via short calls where you can see how everyone is doing and time tracking, which can be used to detect potential problems and improve workflows and work processes if you notice certain tasks are taking longer than they should.
We also asked our employees how their manager should support their efforts:
Basically it’s best to set weekly objectives and then break them into small tasks.
That makes it clear what certain employees have to do and reduces the risk of significant failure as they are working small task by small task. This way you can also present the bigger picture to your team without overwhelming them as it’s divided into smaller parts. At the same time, smaller tasks enable managers to empower their employees and trust them to complete a project step-by-step.
If you encourage your employees to keep a journal of what went wrong and what worked well, you can improve your remote working process every month or so and continuously improve your efficiency.
When assessing their own productivity at work from home, 46% of employees believe that they are more productive when they work from home, 39% believe that there is no difference in productivity, and 15% estimate they are not as productive.
As remote workers often tend to struggle with productivity, this result was a bit surprising but definitely encouraging.
The key to remote productivity is scheduling chunks of time for deep work where you avoid any distractions at all cost. That’s when you can usually get the most of your work done in a few hours.
Feeling isolated is an issue that shouldn’t be overlooked
Another challenge a lot of remote workers face is loneliness or lack of socializing with their colleagues.
When we asked our employees what they like best about working from home, the answers were mostly related to “not driving to work”. They enjoyed saving time, money and "nerves" they otherwise lose in traffic jams.
A calmer environment where it’s easier to focus and be productive was another common reason.
Some of our employees also said that scheduling flexibility helped them with their work-life balance.
Covid-19 pandemic certainly showed a lot of people and companies that remote work is feasible and that the business won’t collapse if you allow your employees to work from home a bit more often. On the contrary, you can see it as an opportunity to streamline your work processes and improve clear communication amongst colleagues and managers. We hope our research and tips gave you a few ideas that’ll help you face remote challenges and turn remote work into your business asset.