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Think of working from home as a risk response strategy to reduce the risk of catching COVID-19 and/or spreading it to your co-workers.
However, with the implementation of risk response strategies there is the potential for secondary risks to be generated.
Here are a few of the risks which could be introduced:
- Changes to expected productivity and output - either increased or decreased depending on a number of factors
- Changes to team dynamics and morale - either positive or negative
- Changes to product/service quality - either positive or negative
My question is not on identification of possible risks, rather I am looking for the real life LL and the possible best practices which people have adopted during this WFH duration. The idea is to discuss new learnings which might help others and we can learn new best practices or define new ones based on feedback.
Some of the practices I've embraced are:
1. Set a routine and stick with it (unless there's a really good reason to change it).
2. Remain open to opportunities - you never know where they will come from.
3. Be twice as patient as you would have otherwise - there is probably a good reason that person is not getting back in touch with you as quickly as you feel they should have.
4. Situate your home office as far away from your refrigerator as possible...
I agree that best practices are context specific.
But they are still the best identified practices in particular context.
So we can see it different perspective.
Let's see what others have a say on this, if people come forward. :D.
Thank you for sharing your views.
I agree with Kiron's list and would add a couple points to it:
5. Schedule time to exercise, to help maintain your work performance. Even simple exercises are good.
6. Avoid the eagerness to overwork. Know when to stop. Reserve time to relax.
7. Resist the urge to micro manage due to not seeing things in motion as you once did or right away. Delegate, challenge people and trust them.
I have personally observed first two (5, 6).
Third one is also a a good hint to take care.
I will wait for more comments. ??
some of my improvements, as far they were not mentioned yet by Kiron and Joao.
- permanently improve my workplace at home, e.g. put shades on windows, installed a front light (both to improve my appearance), have a second screen to watch webinars as a attendee (when I am presenting), have a coffee automat, have a shirt available (to put on before a webinar), select a background (zoom), ...
- introduce each video session with stating common rules like everybody turns on video to be seen, use a headset, when and where to ask questions, how to mute/unmute, share files ...
- make sure to have regular 1:1 calls with core team members, not talking about work content but about feelings
- debrief each call e.g with a short poll (remember the smiley buttons to push when you left a physical meetig room)
- visualize team status virtually, replacing wall papers
- think about it: every benefit from colocation can be substituted by something virtual
- use David Rock's SCARF method to induce PMA (positive mental attitude) at the start of meetings
- in one team we created a coffeecorner whatsapp group sharing nitbits, gifs, videos, ...
Thank you Thomas for sharing your thoughts...
I will try to incorporate a few, specially
- debrief each call e.g with a short poll...
- use David Rock's SCARF method to induce PMA
- We already have one virtual group as you mentioned in last point and it is really a good way to be connected and exchange few words with team when people are not available around.
Could say: increases autonomy and provides a community feeling.
Reduces bullying and violence.
Just found this on it (boss vs leader)
and this (most of which can be done virtually)
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