Guide: Remote Work Without Struggle

We learned a lot about remote work in the last two years. While many companies decided to continue to operate fully remote, workers are reevaluating their relationship with the workplace.

However, not all industries can continue to operate online, and there is a huge difference between choosing to work remotely – from anywhere you want – and being forced to stay working at home due to new lockdowns.

Even with vaccinations on the rise, Covid cases grew in the last couple of months, and the Canadian government has suggested new health measures. Companies that were starting to return to the office may have been caught off-guard.

Maybe it is time to consider fully remote or hybrid work as a proactive practice. Even though we have learned much already, there are always a few things that need to be adjusted. That is why we prepared this illustrated guide with some not-so-talked about tips for operating online.

It is important to not make people at home feel left out in a hybrid model. Continue doing things online while providing resources for those wanting to go to the office.
Many workers struggle to balance personal and work life when all activities take place in the home. Employers need to have a keen eye for burnout and offer options for those that need help.
When people can work from anywhere, you must not presume everyone to work simultaneously. Establish important meetings ahead of time and focus on deliverables rather than time worked.  Many activities can be done asynchronously and with increased flexibility, productivity also rises.
Asynchronous communication is a staple of remote work. Don't expect people to answer right away and avoid tools based only on texts. Software like Discord, Slack and Microsoft Teams may help.
If you are keeping time zones in mind, meetings may only be a problem for hybrid work. Be sure that everyone at the office has access to a screen to see everyone.
You might be tempted to install tracking software on your employees' computers. This can leave them feeling untrusted and micromanaged. Opt for weekly follow-up meetings.
Employees and contractors must have quick access to a wiki or database with the company's most important information. You can use your own workflow tool to develop and manage that.

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