Brian de Haaff* says the pandemic has forced many organisations to embrace remote work — and some may not want to go back to the old ways.
“We need a better way to work.” Our team at Aha! frequently hears this from folks looking for a tool to support strategic planning.
The desire to streamline processes is often a natural outcome of an internal business transformation.
Most of the time, these transformations are spurred by dynamic markets and evolving client needs.
However, I believe another fundamental shift is under way — this time driven by a global challenge.
This is a new type of transformation that many organisations have no choice but to embrace right now.
Challenging world events have thrust millions of people out of the office and many are now working from home for the first time.
Companies that never even had a remote policy are being forced to establish guidelines, rethink workflows, and give their employees more trust and autonomy than ever before.
Of course, not all industries are able to shift entirely to a virtual setting, but many organisations are able to continue operating remotely.
While it is difficult to predict when offices will reopen, forward-thinking leaders are deciding to rapidly adapt rather than wait and see.
As more and more people work from home, leaders are seeing the real benefits that come with it.
The first thing most notice is the cost savings.
Expensive trips to visit clients are no more. Conferences are shifting to virtual events.
I will bet that leaders are beginning to wonder if these expenses (including office space) are really necessary — or just “the way things are done”.
There is actually a bigger benefit once you get past the superficial.
Removing the distractions of a co-located office environment leads to a huge increase in productivity.
Cutting out commutes tends to make people happier; they can spend more time doing what they enjoy with the people they love.
Our team at Aha! understands what it takes to be a successful distributed company.
We know that it is possible to connect meaningfully with teammates and customers without being in person because we do it every day.
Our company has been entirely distributed since we started in 2013.
Avoiding the cost and distraction of co-located work has always been important to us.
Being 100 per cent remote also means that we can hire the best talent no matter where they live.
Now is the time to embrace remote work — not just for today’s new reality, but for always.
The shift will require leaders to challenge outdated thinking and to take action fast.
Here are the four main areas of change to pay attention to:
People:
In the past we hired the best people in our area, but the best of the best cannot possibly all live within a specific 60-kilometre radius.
Paying relocation costs is not ideal.
To stay competitive and find real talent, you need to consider candidates based on skills and experience — not location.
Document the organisation’s values and the skills required to thrive.
Then build a hiring program that reflects those at every stage so you can quickly identify stand-out candidates.
Implement a meaningful on-boarding program, establish internal coaching programs, and create touchpoints for team building.
Process:
In-person interaction was once essential for getting work done.
However, you do not need to be co-located to collaborate, forge connections, and deliver value.
Road-mapping gives the team a clear course to follow.
Ensure you have a strategic plan that lays out what the organisation is trying to achieve, why it is important, and when the work will be completed.
Then share that plan with the team so everyone is aligned around what matters most.
Clients:
In the past serving clients required travel, networking, and splashy events.
Now clients cannot always meet in person either, but they still expect you to deliver new experiences and stellar support no matter where they are.
Use an on-demand approach to deliver value to more people faster.
You can solicit feedback via an ideas portal and offer live online tutorials to help with adoption of new functionality.
Innovation:
Once great ideas used to occur when everyone was in the same room.
Innovation cannot be dependent upon location.
It is possible to generate ambitious ideas regardless of how far away you are from the rest of the team.
Transparency and frequent communication are the keys.
The team needs to understand business objectives and see exactly how the work supports them.
Schedule recurring virtual meetings and encourage knowledge-sharing to keep everyone connected and focused on making progress.
A remote work transformation requires thought, effort, and commitment — the entire organisation must work together in new ways.
This is a shift in mindset. Going remote forces you to question your assumptions about why and how your organisation functions the way it does.
You have to get clarity around goals, rethink how you use your time, and reframe what it means to lead and serve.
When you get it right, everyone has a blueprint for how to collaborate effectively.
It might not be easy at first, but the remote work transformation has already begun.
How has working from home changed the way your team works?
*Brian de Haaff is the Chief Executive of cloud-based software company Aha! He can be contacted on Twitter @bdehaaff.
This article first appeared on the Aha! company website.
