Legal and employee relations problems can arise when remote workers are less engaged than onsite employees. The solution might not be requiring the employees to work onsite, but to train managers to hold remote workers just as accountable as onsite employees and ensure employers are listening to workers' concerns.
In some cases, "the lack of a supervisor being present around your workspace at any time, as is the case in an office, allows the employee to become less engaged due to the lack of immediate accountability," said David Lewis, CEO of OperationsInc, a human resource consulting firm in Norwalk, Conn. "One of the biggest issues is that employers have failed to train managers on how to adjust and adapt to these new norms—how to manage remote people in a way that ensures they are engaged."
When managers lack the skill to measure performance and hold their teams accountable as when they were in the office, workers begin to tune out, he added.
But there's no turning the clock back, according to Lewis. "This is the new normal," he said. "Working remotely all or some of the time means we have to adjust how we work, how we manage, how we measure performance, how we engage with our teams, and how we maintain the same level of productivity and performance from our teams. We need to adapt versus expect things to return to [the] pre-COVID normal."
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