Four types of remote employees

Four types of remote employees

Remote employees. Who are you? Perfect, resigned, accustomed, or prone to burnout?. Microsoft has formally introduced a hybrid work system guide internally. Allowing some employees to work from home on a full-time basis.

In Mordovia, despite the epidemiological situation and all the talk about the second wave of coronavirus. It is relatively calm so far. We continue to argue about our favourite antiseptic brands, measure ourselves with masks, and forget what a handshake is. 85% of the team are still sending greetings from a warm. Cosy remote place and do not plan to go to the office yet.

Four types of remote employees
Four types of remote employees

Actively communicating during a lockdown and spending time drinking tea in Zoom. My colleagues and I had time to discuss not only the work matters. But also interested in someone like transfers forced. Who like such a regime, and who suffers experiencing difficulties in the organization day. After collecting different opinions and data from our daily pulse surveys, we got exciting results. We found roughly four different types of telecommuters that are found in every company.

So, what happened:

remote employees Ideal

A person who was only happy to sit out for a while at home and does not experience any difficulties. Believing that he was created for remote work. A soft chair. The unique charm of a homely atmosphere, a beloved cat on your lap. Three monitors, a coffee mug on the table perfect. Such a specialist practically does not notice changes in work, except that he notes the laconic nature of online meetings. His performance indicators are kept at the same level (and are even slightly higher). He is not bothered that the location practically does not change. That children are playing in the background, and the farthest route is to the kitchen and back. Typically, the rarest type of telecommuter outside of freelancers. We were lucky that we counted ~ 9% of such employees. By the way, they are all at home now 🙂

remote employees Resigned

Initially, an employee was not burning with the desire to work from home, but calmly accepted the situation’s conditions. Working on enthusiasm for the first three weeks, then – an acute feeling of lack of personal communication. Informal communication with colleagues. A person takes part in all the internal corporate “movement,” is active in chats. Does not mind phoning on Zoom in the evening and just chatting in a pleasant company.

The working “office” is, if possible, isolated. After all, children and cats are a little stressed. Frequent questions allegedly between cases, “Cannot hear when we will get out there?” to your supervisor. Final awareness and getting used to the home location – after two months. For all pulse surveys, the responses are positive-neutral rather than negative. Efficiency at first resembles a sinusoid but does not fail. If I worked a lot at the beginning, then over time, I decided on the schedule. In hypothetical polls, you always do not mind going to the office. As a rule, these employees are in the majority. We have them~ 54%.

remote employees Accustomed

A person reacts precisely to everything, accepting with dignity all changes taking place in the world, city, and company. Initially neutral attitude to the situation, lack of panic, and tacit decision-making. Perceives all events as white noise. Responses to pulse surveys are usually neutral (“everything is fine,” “all the way,” “I am not complaining,” “you can live”). They are relatively inert in communication and are reluctant to take part in internal corporate online meetings. The work schedule has not changed much, just moved one hour ahead. Despite this, all tasks are completed on time.

They do not ask unnecessary questions; do not ask about the office; they rarely show chats activity. It happens that they even leave some. It is hinted that they would not mind switching to a hybrid model of work. Staying at home a couple of days a week. At all meetings – with the camera turned off, colleagues have already forgotten what they look like. Alternatively – remark  – they do not even know if employees got a job during self-isolation. The efficiency is relatively smooth, without noticeable jumps. This is also a relatively common type of employee. We have about  34% of them.

remote employees Burnout prone

All colleagues are aware that he does not like working at home. That cats interfere, children are distracting, the table is uncomfortable. It is unbearable for him to work at home—answers to all pulse surveys in a neutral-negative manner. Time for completing tasks has increased, deadlines have become more acute, and interaction with colleagues has decreased. The person practically did not “attend” any online events, remaining as if aloof from everything that was happening. This type of employee deserves the management’s closest attention because of the high probability of emotional burnout. For the employee himself.

This is fraught with a lack of interest in work, the extinction of motivation, a feeling of loss, business. Possible conflicts, shortcomings, dismissals of competent specialists. There are few of them relative to other employees. However, each case requires a separate study and immediate interaction with a person. Find out what exactly worries a specialist because. As experience shows he may feel “unnecessary” by the company. Try to make the employee’s work as easy as possible, and raise his morale. Maybe recommend taking a vacation for a week and taking a break from business issues. The percentage of such employees is small against the general background (here, for example, ~ 3% ).

This summer

We faced an unforeseen situation. The team leader of one of the frontend teams received a notification from the developer about the desire to quit. The main reasons for this decision were the accumulated fatigue and monotony, the inability to change the situation. The employee admitted that he felt useless and unable to work in the prevailing conditions. We were not going to lose an experienced specialist. Having urgently discussed the situation, offered him to go to work in the office. But on the condition that the programmer undertakes to comply with all the recommendations of Rospotrebnadzor.

To do this, we provided him with a workplace that presupposes social distance. Organized his way to the office and back, put a bactericidal re circulator in the room. Provided him with a supply of antiseptic and masks. At that moment, only top managers and department heads were working in the Infomaximum office. Who was able to find the right words and never once spoke about the programmer’s desire to quit. Were able to create the right atmosphere. For example, involving the developer in discussing pressing issues and requesting feedback. On the organization of workplaces by the time all employees leave. The case can be considered successful: after a week in the office, the programmer “came to life,”. At the next questions about the dismissal, he only shook his head negatively.

There is, of course, some joke in the descriptions. But you can really find these types of employees in every company. We do not plan to stay remote always. But we take into account all the experience gained, which we recommend to you.

Good luck, and do not get sick.

Read my article on: How to write a resume for digital work

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