The telework directive remains in effect from today, March 23, through April 12. Currently, you will find the following information; however, as the current environment is evolving, updates may occur on a regular basis. You will find the following information at Working Through COVID-19
- Telework Planning Guide for Supervisors
- Telework Arrangement Form
- Telework Tips for Supervisors
- Telework Tips for Employees
- Telework Human Resources Q&A
- Coronavirus (COVID-19) Q&A
Virtual meetings don’t have to be seen as a waste of time. In fact, they can be more valuable than traditional face-to-face meetings. Beyond the fact that they’re inexpensive ways to get people together – think: no travel costs and readily available technology – they’re also great opportunities to build engagement, trust and candor among teams.
Keep in mind that as you are navigating the change, so are others. It may take some adjustment for this to feel like a new normal. Share best practices with your team on a regular basis. Recognize what’s working well and ask for help when needed.
Although it is always preferable to establish clear remote-work policies and training in advance, in times of crisis or other rapidly changing circumstances, this level of preparation may not be feasible. Fortunately, there are specific, research-based steps that managers can take without great effort to improve the engagement and productivity of remote employees, even when there is little time to prepare.
Does the world really need one more blog post about managing teams remotely? Yes, exactly one more—this one. Here’s a shortlist of virtual leadership practices to considering integrating into your morphing-by-the-hour leadership role to help your teams stay engaged: