As noted in recent posts, many of us are struggling with the sudden shift to working remotely. Among the challenges involved is lack of clarity with respect to expectations and, in some cases, organizational mission.
In fact, reestablishing expectations or mission, and providing the tools necessary to get the job done are two of today’s most important leadership tasks according to a recent Gallup article.
Certainly, these realities pose a challenge for leaders at all levels. But might there also be a silver lining?
Consider that over the past decade the majority of workforce engagement efforts have failed to yield tangible results and have failed the sustainability test. Current research shows that because these efforts tended to be ad-hoc, lacking defined, measurable objectives, they were prone to failure.
However, a more focused approach of improving both the work and the workplace in a measurable way can result in high-levels of productivity, profitability and engagement; and now might be the ideal time to launch such an effort, as remote team members struggle to maintain both productivity and engagement levels.
Even better, this more focused approach to productivity/improvement and engagement can (and should!) continue when we all “return to work,” thus transforming yesterday’s workplace into a more highly engaged and productive one.
To accomplish this, organizational leaders should focus on two key objectives:
- Providing productivity and continuous improvement tools and programs as catalysts to engagement
- A strong focus on measurement and recognition
If this approach resonates, you might like to download a free white paper entitled, “Engagement Around the Work” from our website.