Leadership Solutions Blog
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Any division, department, or work group comprised of long-tenured employees will have a history of operating informally. This informality may include unwritten practices that may be overlooked during the formal and informal onboarding processes. Off the radar, these unwritten practices may have survived through time and legitimately afforded time-saving and effort-saving opportunities. But because they are informal, newly hired remote workers may be unaware of their existence – leaving your remote workers at a disadvantage. To manage the unwritten practices means to enter them into formal policies and procedures, or terminating them to make way for equitable opportunities for success. The result will build employee satisfaction and trust. But, on the other hand, reining in the informal practices to embrace formal policies and procedures challenges the historical reliance on supportive relationships. Recommendations Consider the following to continue your organization’s efforts to reduce remote worker isolation.
Your leadership team must be willing to reinvent the organization so that unwritten practices don’t erode newly-hired employee’s trust. Yours will become an even greater remote employee friendly organization. Would you like more information about this topic? Or how about a brief, confidential, no-judgement discussion of your current situation? Contact my offices at (336) 999-4533 or email me at DonnaColes.Coach@gmail.com and we’ll schedule a time to discuss your leadership dilemma and identify some options that will help. Or, Click the following link to schedule your discussion with me. https://app.acuityscheduling.com/schedule.php?owner=18102228 Until then…
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