As restrictions related to the pandemic weakened in Russia, telecommuting was cancelled and employees returned to the office. Psychologists warn of the risk of reduced motivation and productivity due to “reverse adaptation.” People must readjust to work in the office, just as they were accustomed to working at home at the beginning of quarantine.
Experts from the commercial communications service provider “Mango Telecom” have provided managers with advice on how to survive the difficult transition.
Stress is the norm
During the months of commuting, people formed a new schedule, a new rhythm, and new habits. Mango Telecom explained: “It is impossible to simply order from above and cancel the order.” If you start to “tighten the screws” or ask the employee as strictly as possible, you can completely frustrate him.
Experts suggest: “Now, more than ever, it is more important for managers to understand the true results of each subordinate, not to attribute the analyzed data to the laggards, but to determine who needs help.”
These numbers should not be used as a condemnation of the weak, but as a guide to the strong. “It is enough to display the current indicator on the screen of the office space, so that people can understand the work being performed and the work that needs to be performed, and there is active competition in the team: there is no need to catch up with them and “convince and surpass” , But at least “keep up to the best level”, they believe in experts.
The leader should develop an adaptation plan for his subordinates-the list of actions taken “continuously but persistently” will restore the force to the desired level. They said at Mango Telecom: “This is a good time to brainstorm, analyze interesting practices, and learn. Being creative, and the opportunity to acquire new knowledge or develop skills will enable you to get to work quickly.” Leaders can do the best now. The bad thing is to simply let people live by themselves.
“… better at home”
In any team, there will be some people who don’t think it is necessary and necessary to return to the office. According to Mango Telecom, if the company’s policy allows, the person in charge should consider options, but they do not recommend using sentiment assessment.
That’s right-compare performance objectively based on work reports at home and in the office. If the report shows that the manager does a better job in remote mode (more customer visits, negotiations, and deals), then it’s okay and it is necessary to let go.
Conversely, for those employees who perform better in the office, the same report may be a counter-argument.For example, like this: “It seems that the work here is more efficient, which means you can get more bonuses”,-it is recommended in “Mango Telecom”
“Talk about Moscow, talk about Russia…”
But in general, the opportunity to work remotely is an advantage for employers. Another trend is active regional recruitment. “The company has full confidence in how to remotely control employees and manage their tasks remotely, so employees in the capital will have the support of their competitors, and their regional colleagues will be their job-at least they are in the position of Mango Telecom. such.