The pandemic has pushed a few major corporations to test their feet on implementing a work-from-home (WFH) version. Many best Salesforce Consulting companies were aiming to promote an entirely remote working version, without a physical office. WFH is being spoken of as the future of the office. On the other hand, the issue is not in the idea of WFH, but in its own hasty and improper execution made necessary because of the pandemic's sudden impact and the consequent lockdowns and limitations by Governments.
In a hurry to guarantee business continuity atop the outbreak, most companies have neglected to think about all vital aspects that are crucial to an effective transition to the WFH model. Firms have to contemplate 4 Important components for an effective WFH transition:
Infrastructure is the primary enabler for the WFH version. Employees necessary to work-from-home ought to be equipped with adequate infrastructure to be as effective as in an office setup. At a simple level, the workers need to be equipped with personal computers, phone connection, and secure and adequate online connectivity. Companies also have to be able to give support systems for employees to perform their activities without experiencing infrastructure challenges. From the employee's perspective, it's crucial to remove any ambiguity on the expenses incurred by the workers for such setups.
#2 Individuals Capabilities
Remote working can pose new skill and capacity challenges for employees, which will need them to upskill themselves to have the ability to continue contributing because they used to previous. It's in the organization's interest to identify such new competencies and impart the necessary knowledge, abilities, and capacities. For e.g. even your top salesman whose success had been based on personal relations and in-person meetings might require support to transition the very same abilities to some digital-selling mode.
Ability construction will need hard skills as well as soft skills. The capacity building on hard skills easier to identify, as well as also the WFH-triggered skill requirement includes tele-calling, video calling, video demonstration, basic system troubleshooting, etc.. Soft skills like leadership, communication, subject, remote team management, preserving mental health, etc. also gain a great deal of significance in a WFH transition. Soft skills requirements can become a larger challenge to recognize and to address through intervention. Mentoring and training processes may have to be strengthened and institutionalized to address these issues and to present personalized interventions.
#3 Policies & Procedures
Most existing business policies, policies, and processes are made with a traditional office setup in mind. Much like individuals skills, the challenges confronted in a distant working model are exceptional. Therefore, it's important to reassess key business processes and policies to ensure no disruption in operations and continuing value delivery to customers. Simple examples are business policy associated with office timings, recording attendance, travel adjustments, data accessibility, etc.. But, it's not merely the personnel policies that have to be dealt with. Even core business procedures associated with buying, sales, invoicing, collections, logistics, etc. may need to be revisited to make sure that the processes can be handled by a remote source functioning under many restrictions. Appraisal parameters and standards might also need to be altered in view of the new version.
One of the major challenges organizations face when implementing their remote working models is translating the positive culture and values that guide them into a model with restricted interpersonal and team interaction. This is normally the most neglected section of this transition. For organizations that have built their civilization though private interactions and activities, replicating the exact same to an internet environment can be challenging.
A extensive culture transition program built on the foundation of continuous communication -- top, bottom-up, and peer reviewed -- enabled through the formal and informal process would be important for the success of the transition.
While it's advised to ensure that these steps are taken in the first stages of implementing remote working models, it's never too late for organizations to improve the impact of their work-from-home efforts using this framework.