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Transitioning to a Remote Workforce? Read This!

Transitioning to a Remote Workforce. How can we manage customers when working remotely, communicate as a team if we can’t be in the same room

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Workforce engagement to be more productive

This year was a year of change, as many businesses were forced to switch to a remote workforce. While some were ready for the transition, others were caught off guard.

If you are feeling overwhelmed by new office arrangements, you are not alone. The great news is, it is reasonable to streamline your processes and successfully manage a remote team.

The first step is to identify areas where you are having difficulty. In the following article, we will explore the most common issues companies have when moving to a digital environment, and strategies you can implement to smooth transition.

1. Problem: How can we manage customers when working remotely?

Solution: Without customers, you don’t have a business. But how do you manage your customers when your team is working remotely?

Positive Workplace Culture

You can use software to optimize your mobile workforce, assign tasks and track progress. A centralized, cloud-based call centre is key to customer management, regardless of how they communicate. With the cloud, your employees can work from anywhere, with shared data updated in real-time.

For example, your customer relationship management solution should accommodate inbound and outbound calls, SMS, social media and e-mails. Your operatives will own all the data they need to continue the conversation and close the sale.

2. Problem: How do we communicate as a team if we can’t be in the same room?

Solution: One of the hardest parts of working remotely is not having immediate access to your team members. If you are used to working in the same building, you may be missing that easy communication.

We recommend mixing up your platforms to ensure nothing gets missed. For example, e-mails are suitable for general information and attachments, but inboxes fill quickly, and you may not get an immediate response.

Video chat is ideal for meetings, check-ins and brainstorming, but workers can experience “Zoom fatigue.” Business chat rooms with private messaging and public channels are for updates and quick Q&As. With the option to mute messages, you can keep your team motivated without persistent distractions.

3. Problem: How do we plan tasks and complete projects without face-to-face contact?

Solution: In the traditional workplace, you may meet with your team members throughout the day to discuss their progress. Your staff may even work collaboratively on projects.

When you switch to a digital workplace, you will probably need to make changes to managing tasks. Look for project management software that gives everyone a clear picture of what needs to be done, by who and when.

When you schedule calendars, split up projects into smaller tasks and allocate the right people, you wish to become a clearer idea of how your business progresses. Reporting and graphs can help you set goals and modify them as necessary.

4. Get the right tools for a smooth transition. | Remote Workforce

Transitioning to a remote workforce can be daunting, and there are a few common areas where companies struggle. For example, managing customers, communicating with your team and project collaboration can be difficult without the right tools.

Cloud-based software can be beneficial, including customer management solutions, task management programs, chatrooms and video conferencing. Be supportive of your team as they get used to the new work arrangements, and provide training to ensure they understand their new roles and responsibilities.

You may not have planned a remote workforce, but you can be productive when using innovative thinking and intelligent software.

We are an Instructor, Modern Full Stack Web Application Developers, Freelancers, Tech Bloggers, and Technical SEO Experts. We deliver a rich set of software applications for your business needs.

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Business

Transforming Goals into Actionable Results

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Transforming Goals into Actionable Results - Planning Template

Organizations universally set goals and strategic plans each year, aiming to grow revenue, increase efficiency, or launch innovative offerings. Leadership teams devote extensive energy to developing future visions, five-year horizons, and stretched objectives to motivate their workforce.

But the hard truth remains: lofty ambitions alone rarely catalyze actual change. For transformational plans to spark tangible impacts, organizations must bridge the gap between theoretical strategy and on-the-ground execution.

1. The Planning Disconnect

Many goal-setting approaches prioritize inspiration over implementation. Leadership defines desires for the future: – become a $1 billion revenue company, penetrate emerging markets, and transform customer experiences through AI. Such ‘aim-big’ mindsets spark energy and provide directional guidance amid uncertainty.

However, most planning exercises fail to detail the nitty-gritty work required to achieve audacious results on the ground. People walk out of annual meetings jazzed about the future but without playbooks for activating it day-to-day. Vague aspirations then struggle to be converted into economic value.

2. Finding the Right Strategy

An OKR planning template offers one methodology to overcome this strategy/execution divide. OKRs, or Objectives and Key Results, provide a template to cascade high-level goals into measurable, actionable metrics at every organizational level. This connects future milestones with present-moment decision-making, ensuring teams work synergistically towards overarching ambitions. With a strong goal architecture in place, inspiration more seamlessly fuels activation.

3. Why Actionability Matters

Transforming lofty aspirations into step-by-step execution plans brings several advantages:

  • Alignment: With clear OKRs spanning functions, teams can coordinate priorities, resources, and timelines effectively. This fosters organization-wide momentum versus siloed efforts.
  • Motivation:Breaking ambitious objectives into bite-sized key results is less daunting for individuals. Granular metrics maintain motivation amid long horizons.
  • Focus: Concrete next steps prevent distraction from organizational shiny objects that capture attention yet deliver little value.
  • Accountability: Quantifiable measures allow all stakeholders, from frontline individuals to CEOs, to track progress and course-correct in real-time if lagging.

With a strong goal architecture in place, inspiration more seamlessly fuels activation. But we still must apply rigorous execution principles—communication, tracking, agility, and celebration—to generate the hoped-for results.

4. Driving Change in Complex Systems

Large enterprises are multifaceted systems, with interdependent elements spanning processes, technology, and people. This complexity makes driving macro-level outcomes uniquely challenging. As legendary management thinker Peter Drucker noted, “There is nothing so useless as doing efficiently that which should not be done at all.”

Turning broad organizational change into economic returns requires carefully targeting the vital few interventions that catalyze outsized results. OKRs help leaders thoughtfully assess and sequence the projects that will structurally reinvent operations, remove friction from value chains, and upgrade talent capabilities over time. With clear transformations roadmaps in place, big goals become more grounded amid real-world constraints.

5. Sustaining the Journey

Finally, cascading OKRs across the hierarchy sustains strategic focus as leaders come and go. They provide continuity through inevitable ebbs and flows in the volatile, uncertain business climate. With institutionalized processes for regularly resetting, communicating, and reviewing objectives and key results, organizations stay centered on the handful of big bets that matter most while retaining the flexibility to evolve tactics as needed.

Annual goal setting is table stakes for contemporary organizations. But without concerted efforts to turn those goals into measurable action plans, little changes amid organizational complexity.

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