Some of the Challenges That Arise from Remote Work & How to Address Them
Working from home has been a common theme in discussion over the last few years. The pandemic allowed many organizations and workers to realize that working from was a feasible option and the number of individuals that continue to work from home remains elevated. We at C1C have been big advocates for working from home, as we all enjoy this pleasure ourselves and did so even prior to the pandemic. This policy has allowed us to visit family members that live out of town without always using our vacation, allowed us to create workspaces that suit our unique needs, made our various pets very happy, and much more!
Individuals face various costs when working remotely—one of the most significant being the exacerbation of loneliness.
While we love the freedom and autonomy remote work has given us, we also know that there are some significant costs that can result from these policies that we would be remiss if we didn’t acknowledge. Below I have outlined several of these costs that can happen at the individual, organizational, and societal level as well as a few suggestions for how to mitigate these challenges.
Individual Costs. Individuals can face various costs when working remotely, with one of the most significant being an exacerbation of loneliness. Research indicates a growing loneliness epidemic in the United States, often attributed to increased online interactions replacing in-person connections. The workplace has historically been a primary venue for building friendships, with daily opportunities for casual interactions, lunch breaks, and post-work socializing. This type of connection building is difficult to replicate in a remote setting. There are also limited opportunities for mentorship, which can be particularly costly for those new to the workforce.
Organizational Costs. The organizational costs tend to stem from the lack of close coworker relationships outlined above. Strong connections among coworkers contribute to higher employee retention rates, as employees feel a sense of obligation and camaraderie towards their colleagues. Coworkers know that when they leave, they may put greater strain on people with whom they have built strong connections. Without that same level of personal connection, it can be easier for employees to make the decision to move on to a new opportunity, increasing turnover rates for organizations.
Societal Costs. Remote work presents societal challenges beyond the individual and organizational levels. The shift away from traditional workplaces has economic implications, particularly for businesses reliant on in-person foot traffic. A large part of our economy has been built on the fact that people go to work. Many restaurants and shops have taken on expensive leases in city centers in hopes of capturing people on their lunch break or post-work hours. Many businesses are now having to grapple with the decision to maintain that expensive lease, relocate, or close due to these major changes in consumer access.
Now that I’ve laid out some of the challenges with remote work, the question is: what can we do about it? While some of the problems are bigger than what this article can address, there are some strategies organizations can implement to help mitigate some of the individual and organizational costs.
Be Intentional with Your Policy. The costs I have outlined highlight the fact that work from home policies cannot be approached haphazardly. There can be a cost to your employees’ wellbeing and your organization if these decisions are not thought through carefully. As you approach decisions around your Remote Work Policy, consider the size of your team, the location of staff, and your capacity to financially support in-person meetings or other social gatherings. These considerations will help you to be intentional about the plan and seek to find options that work for your team.
Implement Quarterly Socials. At C1C, we have quarterly team socials where we do a new activity each time. Our activities have included candle making, trivia nights, escape rooms, apple picking, crafting, and many other activities. Doing a fun activity together helps break the ice and creates fun memories with one another. Follow up the time for casual chatting and catching up to further strengthen team cohesion. These quarterly socials always seem to come at the right time for us and have played a vital role in us remaining connected as a team.
Occasional In-Person Meetings. In addition to quarterly team socials, we also recommend coming together more frequently, if possible, to have opportunities for deeper collaboration and personal connection. This may be something like a monthly or bi-monthly in-person team meeting where you discuss organizational or project updates, or project meetings when there is a need for more collaborative conversations. These in-person meetings will allow for more personal connection during the meeting as well as time for casual conversation before and after.
Host Team Happy Hours. Another option could be to plan monthly or bi-monthly team happy hours as optional gatherings for coworkers to meet up, socialize, and grab some appetizers. There may be some staff who are hungering for interaction but feel awkward initiating that contact. By setting a time and place for them to come you help remove that additional stress. This creates a low-key and comfortable environment for team members to chat and get to know one another as they may have done had they worked in person.
Encourage Conversations. Another suggestion is to implement a policy encouraging employees to dedicate a set amount of time each week to engaging in conversations with coworkers. While these interactions occur naturally in person, they require a more intentional approach when working remotely. Informing staff that they are encouraged to spend an hour or two conversing with coworkers throughout the week provides them with permission to initiate quick check-ins on both work-related and unrelated topics. Though initiating these conversations may still feel a bit awkward, the policy ensures that staff know it is not only permissible but encouraged.
Create a Mentorship Program. To help alleviate the struggles with building mentoring relationships in the remote world, your organization may consider creating a policy where you meet with staff to identify the areas they seek to grow, and then you ask if there would be volunteers who would be willing to provide some guidance or mentorship in these areas. Create some tools with helpful mentorship questions and allow a couple hours a month for mentors and mentees to meet online. Encouraging this type of relationship not only furthers personal connections, which helps with employee wellbeing and retention, but it will also help strengthen and grow your staff!
These are just a few tips for you to consider in hopes of relieving some of the challenges that remote work can create while also enjoying the many benefits. You will have to figure out what works for your company based on how dispersed your employees are and what the need is of your team. If you would like more tips regarding setting up organizational policies or how to address some of the challenges you are seeing in your own organization, feel free to reach out!