Two months ago, we all, someone unexpectedly, and someone expectedly found ourselves in a new situation. Remote work, which was previously exotic and rewarding for employees, has become the universal norm. Let's talk about what new challenges the remote work has put before the leaders in the field of information technology.
As it was before
For about 20 years I have been engaged in information technology management. During this time, approximately 50% of the people I worked with lived in another region or office, and sometimes I never met my colleagues in person. This applies to both the team and the customer. Therefore, I had an understanding of effective remote work even before it became the norm.
At the same time, all this time, a very paradoxical picture was observed around the remote work. In words, everyone was 100% in favor. For there were employees who wanted to work next to their family and not waste time on the road. For there were leaders who wanted to be face to people and give more freedom. But there was no remote work.
There were always a lot of reasons for this:
- the need for personal and lively communication;
- the need for closer control over employees;
- low productivity when working from home;
- poor infrastructure;
- safety requirements.
(The first thing that has always been in languages and in minds. You can expand this list.)
Market leaders, when developing the 2050 strategy, said "soon all our employees will work with Goa." Other market leaders have developed and implemented multi-factor identification systems. Industrial giants opened offices around the world, people in which worked remotely relative to each other. But somehow I didn’t succeed in switching to remote work.
What is important when working remotely
In my opinion, successful remote work is based on the following components:
- Productive infrastructure, network and equipment.
- Convenient security.
- Built processes.
- High quality management.
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- To do what the manager should do in the administrative management system - to set tasks, monitor and adjust employees on a regular basis.
The final item on my list will seem especially difficult for proponents of the “one-minute manager against a flock of monkeys” style of struggle, who believe that the team needs to recruit only employees who do not need to be managed, inspire them with slogans in the style of “Well, you’re a Komsomol member and know me better how to do ”and then blame them for not achieving the result, because you did not manage them. This approach should be left in the past, since the main task of the leader is to effectively manage. It is for effective management that the head is paid wages.