![\"\"](\"http:\/\/18.223.240.160\/wp-content\/uploads\/2020\/06\/p2-6-300x222.png\")
<\/div>\nAt the start, Agni Skafidas, a Dubai-based human resource expert, advises identifying roles that can be performed remotely. \u201cWork from home requires some ground rules. During this lockdown, many companies have been surprised by the number of roles that can be carried out distantly,\u201d she says. \u201cThere needs to be a discussion on expectation and deliverables between the line manager and the employee,\u201d she adds.<\/p>\n
She also recommends facilitating employees through IT support to maintain productivity whilst encouraging workers to create a work-from-home space, where they can focus on their projects. \u201cOf course, businesses should support employees with the basic tools they need, like laptops, chargers, software, applications, access rights and connectivity. Workers themselves can create a more productive environment with a dedicated, quiet workplace, if possible,\u201d she says.<\/p>\n
Hassan Aljuaidi agrees. As an experienced HR consulting expert, he admits that working from home presents several challenges for both employers and employees.<\/p>\n
\u201cSome businesses are working almost full hours, depending on the industry and line of work, while others are on half speed or below, especially if they are more of a client-facing business,\u201d he says. \u201cA company must have clear guidelines about WFH policies to ensure that everyone\u2019s needs are addressed,\u201d he adds.<\/p>\n
Hassan also believes that third-party licenses and cloud-coordination applications, like Slack and Trello, and regular meetings over Zoom video calls for team collaboration are critical at this time.<\/p>\n
Additionally, both Hassan and Agni stress the importance of a designated workspace at home to help create a productive WFH environment.<\/p>\n
Establish communication protocols<\/strong><\/h5>\n![\"\"](\"http:\/\/18.223.240.160\/wp-content\/uploads\/2020\/06\/p3-6-300x155.png\")
<\/div>\nWhilst keeping in touch on projects is important, both Agni and Hassan agree that protocols need to be established.<\/p>\n
\u201cAt this time, reports are essential, not only to track employees\u2019 work, but also to track project progress. Insightful communication is also needed to understand the points where a team member may need extra professional or personal support,\u201d says Hassan.<\/p>\n
He adds that scheduling a daily morning meeting with a small team working on a project may be more productive than repeat calls and texts. Equally he feels that teams collaborating less frequently need to communicating every second day or even weekly should suffice.<\/p>\n
Agni agrees, \u201cCommunicating with your team to share information, motivate and voice concerns is as important as asking for support and help.\u201d She suggests scheduled check ins with employees, whilst keeping personal lines of communication open in case more support is needed.<\/p>\n
Engage socially<\/strong><\/h5>\nAgni realises the office is an important social meeting point for most people.<\/p>\n
\u201cWorking from home may feel isolating for some,\u201d she says. Additionally, Agni notes, \u201cOrganising virtual team events where no work topics are discussed strengthens the team bond and keeps the team engaged.\u201d<\/p>\n
Hassan adds that employees meet, whilst observing distancing guidelines of course, for a company tea\/coffee after Ramadan. \u201cMeeting to chat and talk about anything, work or otherwise, should be a good stress releaser. Think of it as the time you take to prepare a cup of coffee in the office or walk down the lobby to chit chat with a colleague,\u201d he adds.<\/p>\n
Both Agni and Hassan understand that everyone is adjusting to WFH differently. \u201cAny WFH policy needs to show fairness for all employees. Companies need to be flexible to recognise individual needs and offer personalised solutions. They also need to outline additional support to employees, as one size does not fit all,\u201d says Agni.<\/p>\n
She notes that companies need to do more. \u201cThey need to recognise team members in real time, whether it\u2019s for changing and improving a process, demonstrating outstanding customer service or completing a personal training course. You need to celebrate and appreciate your employees,\u201d she says.<\/p>\n
Keep morale high <\/strong><\/h5>\nFor employees coming out of quarantine or lockdown, it is important for companies to provide assurances and support.<\/p>\n
\u201cDeciding who returns to the workplace must be in accordance with government regulations,\u201d says Agni. \u201cIn line with the company\u2019s WFH policy, employers need to be fair in deciding who needs to go to the office. Special consideration should be given to those falling into the high-risk category, and individuals should be given a say if they are ready to head back,\u201d she clarifies.<\/p>\n
Hassan adds that additional protective gear and cleaning has to be arranged. \u201cAny company reopening its doors needs to review how they can meet safety mandates to protect their teams before determining who should return. Employees need to feel safe and confident returning to office,\u201d he adds.<\/p>\n
\u201cThis is the time when a company can truly show that they care about their employees and their wellbeing. Continuous communication with the team is vital to understanding challenges and keeping morale up,\u201d Agni concurs.<\/p>\n
<\/div>\nWhilst keeping in touch on projects is important, both Agni and Hassan agree that protocols need to be established.<\/p>\n
\u201cAt this time, reports are essential, not only to track employees\u2019 work, but also to track project progress. Insightful communication is also needed to understand the points where a team member may need extra professional or personal support,\u201d says Hassan.<\/p>\n
He adds that scheduling a daily morning meeting with a small team working on a project may be more productive than repeat calls and texts. Equally he feels that teams collaborating less frequently need to communicating every second day or even weekly should suffice.<\/p>\n
Agni agrees, \u201cCommunicating with your team to share information, motivate and voice concerns is as important as asking for support and help.\u201d She suggests scheduled check ins with employees, whilst keeping personal lines of communication open in case more support is needed.<\/p>\n
Engage socially<\/strong><\/h5>\nAgni realises the office is an important social meeting point for most people.<\/p>\n
\u201cWorking from home may feel isolating for some,\u201d she says. Additionally, Agni notes, \u201cOrganising virtual team events where no work topics are discussed strengthens the team bond and keeps the team engaged.\u201d<\/p>\n
Hassan adds that employees meet, whilst observing distancing guidelines of course, for a company tea\/coffee after Ramadan. \u201cMeeting to chat and talk about anything, work or otherwise, should be a good stress releaser. Think of it as the time you take to prepare a cup of coffee in the office or walk down the lobby to chit chat with a colleague,\u201d he adds.<\/p>\n
Both Agni and Hassan understand that everyone is adjusting to WFH differently. \u201cAny WFH policy needs to show fairness for all employees. Companies need to be flexible to recognise individual needs and offer personalised solutions. They also need to outline additional support to employees, as one size does not fit all,\u201d says Agni.<\/p>\n
She notes that companies need to do more. \u201cThey need to recognise team members in real time, whether it\u2019s for changing and improving a process, demonstrating outstanding customer service or completing a personal training course. You need to celebrate and appreciate your employees,\u201d she says.<\/p>\n
Keep morale high <\/strong><\/h5>\nFor employees coming out of quarantine or lockdown, it is important for companies to provide assurances and support.<\/p>\n
\u201cDeciding who returns to the workplace must be in accordance with government regulations,\u201d says Agni. \u201cIn line with the company\u2019s WFH policy, employers need to be fair in deciding who needs to go to the office. Special consideration should be given to those falling into the high-risk category, and individuals should be given a say if they are ready to head back,\u201d she clarifies.<\/p>\n
Hassan adds that additional protective gear and cleaning has to be arranged. \u201cAny company reopening its doors needs to review how they can meet safety mandates to protect their teams before determining who should return. Employees need to feel safe and confident returning to office,\u201d he adds.<\/p>\n
\u201cThis is the time when a company can truly show that they care about their employees and their wellbeing. Continuous communication with the team is vital to understanding challenges and keeping morale up,\u201d Agni concurs.<\/p>\n
For employees coming out of quarantine or lockdown, it is important for companies to provide assurances and support.<\/p>\n
\u201cDeciding who returns to the workplace must be in accordance with government regulations,\u201d says Agni. \u201cIn line with the company\u2019s WFH policy, employers need to be fair in deciding who needs to go to the office. Special consideration should be given to those falling into the high-risk category, and individuals should be given a say if they are ready to head back,\u201d she clarifies.<\/p>\n
Hassan adds that additional protective gear and cleaning has to be arranged. \u201cAny company reopening its doors needs to review how they can meet safety mandates to protect their teams before determining who should return. Employees need to feel safe and confident returning to office,\u201d he adds.<\/p>\n
\u201cThis is the time when a company can truly show that they care about their employees and their wellbeing. Continuous communication with the team is vital to understanding challenges and keeping morale up,\u201d Agni concurs.<\/p>\n