Using Communication to Create a Customized Remote Work Experience

A recent survey published by HBR found that remote employees can feel shunned and left out, among other damaging things. Other articles claim telecommuting can make the on-site location feel lonely. Psychologists warn about misinformation around telecommuting. 

With more and more organizations offering remote work as an option, how do we harness the benefits while preventing these unintended negative outcomes from creeping up? As a psychologist a nd a (temporary) remote worker myself, I thought I should gather a few thoughts on the subject.  

First, what do we know about remote work? It can provide many benefits when well implemented, such as increased job satisfaction, organizational commitment, and supervisor-rated job performance (Allen, Golden, & Shockley, 2015). However, all telecommuting situations are not created equally.

Tammy Allen and her colleagues conducted a review of the academic literature in 2015, finding significant inconsistencies and variations in the definitions of telecommuting used by researchers. Further, it is reasonable to expect that remote work parameters and processes vary even further as they are adopted and adapted to fit specific organizational needs. Remote work looks different for everybody and every organization. But, this is a good thing!  

Organizations should be adapting their practices to fit in multiple regards: to fit the individual, the demands of the job, and the organization. Allen and colleagues also found that choice and flexibility in telecommuting arrangements are critical to success. Importantly, the APA stated: “Telecommuting works, but there’s a caveat: There’s no one plan that can meet the needs of every company or employee. Employers need to consider their own business needs – as well as the needs of each employee – in developing a plan and implementing it” (APA Good Company Newsletter, 2016). A successful remote work setup requires intentional planning that is specific to each situation.

How do you determine what will be most successful for your employees? Ask them. Continue asking them, even long after you’ve made the switch to remote work. Continue evaluating what “remote work” means in your organization. Communication and clarity will be key in ensuring the system works well for your people and in preventing potential feelings of isolation or increased stress. 

If you are considering remote work as an option for your workplace, I encourage you to check out the APA’s list of resources for employers. 

Below are a few ideas to consider in remote work situations, compiled from the experiences of some of CMA’s clients. 

• Be intentional about connecting 
  • Organic touchpoints will become far less frequent – you must create opportunities to “run into someone” when you’re not in the same building 
  • Make it the norm to host meetings over FaceTime or Skype
  • Set up coffee talks: 5-10 minutes at the beginning of meetings just for “water cooler talk” to keep everyone connected and feeling supported 
• Recognize the importance of both flexibility and accountability 
  • If flexible hours are part of your remote work set-up, employees are likely to appreciate the added autonomy and empowerment to balance the demands of their lives. However, too much flexibility might decrease a sense of urgency or importance. Maintaining a good balance of flexibility and accountability will help ensure workers stay engaged and productive. 
• Consider the type of remote setup and its unique benefits/challenges in your organization: 
  • For example, if most of the team is on-ground in the main office: Consider your meetings – Are most people in the room, with one employee joining via web-cam? This is likely a new norm for the group. Check in with the remote employee(s) for comments throughout – it can be difficult to interject virtually in a room full of people, and you don’t want him/her to feel like a spectator! 
  • If most of the team members are remote workers: How can you create opportunities for small group and full-team interactions? Are there annual retreats?  Getting creative with technology often offers new possibilities, but sometimes just picking up the phone and making time to get to know one another is best! 
  • How does collaboration happen when employees are in multiple locations? What tools does the team use? Does your organization have the technology needed to support remote workers? 

Kaitlyn Erb, Ph.D.