After being declared a pandemic, COVID-19 has changed the manner that people and organizations go about their daily lives and operations. The vast majority of firms in Europe, the United States, the Middle East, and Russia have encouraged their staff to work from home as part of the ongoing effort to contain the coronavirus pandemic. It is anticipated that this social separation will reduce the likelihood of community spread during commutes or in close-by working areas as a result of this policy.

The situation, on the other hand, is a little different in nations such as Pakistan and India, where organizational culture and the general work ethic of the population are not conducive to the work from home philosophy.

COVID-19 presents a slew of new obstacles for business owners and managers who are accustomed to managing teams, projects, and their personnel from a physical office. These include the following: So, how does one manage work processes and activities successfully while avoiding direct human interaction by relying solely on technological means and removing direct human contact? When it comes to enterprises with hundreds or thousands of employees, this abrupt shift in work is unrivaled. As a result, the response is “No.” Not many organizations are prepared to make this transition.

Despite the fact that the coronavirus pandemic is widely anticipated to fundamentally alter the way many business entities operate for the foreseeable future, it also brings with it tremendous challenges and opportunities, one of which has been promoted by management and human resource consultants for more than a decade now: Investing in Technology. For jobs that can be done from home. Remote employment has become our new normal. “Alok Alstrom, CEO of AppJobs, tells me, “It appears that certain clients are boosting spend, while others are stopping to see where things are headed. ” “With the exception of Italy, where activity has reduced dramatically over the last seven days, we don’t detect a great deal of regional variation between nations at this time.”

A pandemic has struck, and people are hunkering down for the duration. Educating novice business owners and managers on how to adjust to this new phenomenon is the only way out of this situation. First and foremost, how do corporate leaders, functional managers, and employees adjust to such a drastic change? In this case, it is necessary to follow the three Cs of the new team/operation management.

Contents

1 Clarify Goals
2 Communication
3 Connect
4 Things that Managers Need to Do Right Away
5 Align Yourself Sensibly With This Change in Perspective

Clarify Goals

Business leaders/managers should communicate their objectives and job responsibilities to their entire staff. This paradigm change is a significant step forward in terms of comprehending the whole business operations, processes, job descriptions, and performance expectations. Managers must ensure that each member of the team understands the existing situation, what lies ahead, the overarching mission and vision, the team’s new objectives, as well as any new business targets and market segmentation that may be implemented. Overall business clarity will result in improved performance outcomes as well as increased incentive to execute at a higher level.

Communication

Working remotely, communication is considered to be one of the most crucial factors in the success of a team, and it will be even more critical while working together. It will be extremely beneficial in terms of decision-making/taking and reaching out to members in order to ensure that the newly revised and customized internal business processes operate as efficiently as possible. According to a recent survey published in the Harvard Business Review, more than 45 percent of remote workers say that good supervisors are in continual communication with them about all areas of their jobs.

Have the names and images of all team members close at hand and ask yourself, “Did I reach out to employee X and Y today?” Another idea is to keep the names and photos of all team members close at hand and ask yourself, “Did I reach out to employee X and Y today?” This will ensure that no one is left behind at this moment of crisis when it comes to the communication components of the situation, as previously.

Connect

It is imperative that we engage in face-to-face conversations in order to solve these issues. Employees who work from home are more likely to feel excluded and discriminated against, which reduces their productivity and dedication. Managers who are not accustomed to having virtual meetings may become anxious about keeping the work and team in order throughout the meeting.

In this case, listening to employees, trusting them, and treating them with respect will result in successful work outcomes. Using candor during communication conversations and asking them about their health will also result in effective work results. Micromanagement will be reduced as a result of this.

Things that Managers Need to Do Right Away

Make sure that the fundamental technology infrastructure is in place. Establish a system to ensure that all staff have access to relevant technology. Who has access to the internet and a laptop computer these days? What procedures will be in place to control attendance and the time schedule? Would it be appropriate for an organization to alter its focus from 8 hours a day to predetermined daily outputs, regardless of the amount of time spent? What about the employees who don’t have access to computers or mobile devices at their disposal? Direct supervisors should take proactive steps to ensure that everyone has complete access, so that no one feels left out of the conversation.

Align Yourself Sensibly With This Change in Perspective

Develop your beliefs and behaviors in order to have a more organized approach of organizing your day. Maintain a steady pace, get plenty of exercise, and consume a well-balanced diet. If you are naturally an extrovert, make certain that this continues to be the case. Engage in constructive dialogue with others by using a variety of channels to connect with them.

As a manager, inquire of your colleagues about what they can do to ensure that this unexpected and rapid move is successful for them.

People who work from home will miss out on the social interactions that they would otherwise have. Encourage the use of instant messaging for the sake of one’s psychological well-being. Employees will need time to acclimatize to this new work style, therefore you will need to coach them through the process.

Employees are curious in what is going on at the company, whether or not they will receive their salaries on time, how the market is doing in general, and whether or not they will achieve their common objectives. As a business leader, it is your responsibility to ensure that your employees believe they are in good hands. Working from home has a unique set of obstacles, so when you do online group meetings, try to keep it concise by keeping people’s family responsibilities and environmental considerations in mind, so that everyone feels seen and heard and their opinions are taken into consideration.