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Operational Performance

By Madison Hanscom, Ph.D. Whether it is full time or part of the time, more people are working from home than ever. Although it is becoming clear that many individuals enjoy working virtually, tensions can build between different groups of employees who work onsite as residents, those who work flexibly between the office and home, and those who work entirely from home. There are two sides to the story — and the grass might be greener on either side for both. The first is from resident workers; they might view the teleworkers or remote workers as having a privilege. It is possible

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By Madison Hanscom, Ph.D. Researchers who study telework argue that successful virtual teams are determined more by successful or unsuccessful leadership rather than other factors such as technology (1). Poor leadership is poor leadership. If you take a substandard leader and move them into a flex work environment - they won’t do any better. There are foundational leadership competencies that help all teams succeed - whether the team is in an office or working remotely. These include leading with a big picture goal and supporting the company’s vision, building interpersonal connections and collaboration, walking the talk, demonstrating ethics and integrity, managing

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By Madison Hanscom, PhD Introducing telework into a culture that does not support flexible work arrangements can set up a business for failure. It is important to deeply consider culture before, during, and after changes to the company that involve employees working from home. If the attitude is that telework is not going to succeed - it will not. A company’s culture is composed of the beliefs, assumptions, norms, and core values that the members hold (1). Norms and assumptions run deep, and they are all around (staying at your desk late to symbolize commitment to the boss, how long to

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By Madison Hanscom, Ph.D. As many businesses are considering (or have already decided) moving some employees to a permanent telework model after the COVID-19 outbreak, the question comes up often — will flex work change my culture? So, yes, the culture can change when entering a more flexible environment. Though the extent to which the culture will change depends on several factors. For example, how large is the change? If the company is moving to a 100% remote model, this will have different implications than if moving to a 50% telework model. How strong was the culture to begin with? If the

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By Madison Hanscom, PhD If you are accustomed to a leadership style that involves close monitoring to feel in control of what employees are doing daily, this will be a point of consideration when employees transitioning to more flexible telecommuting model. Previously, you might have conducted “walk-arounds” to observe work onsite. With a flexible work environment, this will not be as possible. Excessively trying to monitor the process of all workers in a remote setting will take a great deal of time and effort. Different strategies will need to be utilized to stay aware of work. Instead of a process focus, leaders

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By Eric Johnson In a related post, we discussed the implications of remote work activities from an accounting and finance perspective. But what about the actual work that needs to get done? How does an organization transition an office setup complete with all the needs for performing job duties, into a decentralized network of home or remote-based employees? What are the modifications in terms of job activities and work processes that necessitate a change from the current state? 1. People • Support: It will be important to ensure that employees have support from both a management perspective and a colleague perspective. Leaders will

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