The coronavirus pandemic didn’t just flatten demand for goods and services — it also fundamentally changed how companies operate. Most firms now have two staff groups: one that resides at the head office and does all the ‘core’ functions. And another comprising remote workers often solo in their homes. However, most companies have no choice but to operate two separate teams to deal with the threat posed by COVID-19. How to face the challenging new reality without alienating half your team?
By Team Savant
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In theory, it all sounds fine. People working from home and in the office should be able to collaborate via the internet. But it rarely works out that way. Researchers believe that most organizations will suffer from a detrimental ‘in-group, out-group’ dynamic where one group thinks that it is superior to another.
These concerns come from what we already know about companies that operate remote teams. The in-group is the people at the office. They see themselves are the real deal — the full-time staff, and the people who keep the show on the road. And they view everyone else as ‘part-timers’ or ‘hangers-on’ and not as important.
During the pandemic, in-groups can form both at the head office or in remote circles, depending on where the center of power lies. If a leading executive, for instance, decides to take his team remote, then those not at the office suddenly feel like they’re the superior group.
The effects of these interactions aren’t benign. Eventually, these dynamics can lead to problems with staff retention and morale. So what are leaders supposed to do?
Build Your Backend To Support Collaboration
Image: You X Ventures on Unsplash
Teams usually only bifurcate along group lines when they’re not working together, day in, day out. Bosses, therefore, should prioritise collaboration opportunities, getting their systems up to scratch so that employees can work together, regardless of their location. If you’re stuck for options, try Netstar for more details. Often, consultants can point you in the right direction, showing you which products are best for your setup.
You will also find collaboration to be a lot easier and simpler to maintain if you have the necessary tools to help people keep their dates. For that, a simple appointment reminder system software approach could be best. The main thing is that you are finding some way to keep people accountable even while working remotely.
Insist On In-Person Social Events
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Some managers are taking extreme measures, insisting that all employees take part in in-person social occasions using people from both the office and remote teams. Research supports the idea that when people meet each other in person, they’re much less likely to experience the in-group, out-group phenomenon. Try organising an event in the office or take your entire team out for a day to fun where they can get to know each other.
Create A Chat Policy
In-group, out-group dynamics usually emerge from humble beginnings. The odd comment over team chat can balloon into something much more serious in a matter of weeks. Leaders can usually nip this sort of problem in the bud by creating a chat policy. In it, you describe how people should speak to each other over messaging services, and monitor feeds to ensure that they’re following company protocol.
Most people will get used to the system relatively quickly. Eventually, speaking to remote colleagues with respect will come automatically. Using emojis, surprisingly, can help a great deal in this regard.