Companies in all industries are considering the potential of remote operations, and it’s easy to see why, given the possibilities it unlocks. But there are some real challenges involved in switching to remote, chiefly for HR. In the age of remote work, we must adapt our strategies and find ways to drive productivity while preserving cohesion and security. Here, I’ll discuss how we can, highlighting three key ways we can empower staff and promote successful transitions to remote operations.

Mandate the use of VPNs

It goes without saying that cybersecurity is one of the most critical challenges of remote operations. Since off site staff typically need company resources in order to carry out their duties effectively, they need to access them remotely, but this naturally exposes your organization to elevated cyber risk. This is why it’s key to mandate the use of VPNs.

So what’s the argument for using VPNs? Well, it’s a simple one to make – it’s all about safe access to company resources. Virtual private networks encrypt all traffic from employees’ devices, which helps with bolstering security and protecting the privacy of the organization. For remote workers assigned sensitive tasks, like optimizing site content with Orca extension, for instance, a virtual private network is the optimal way to protect proprietary content and intellectual property.

Focus on upskilling employees

We’re all aware that the demands of remote work can differ from those of traditional work, right? While the roles of employees may be largely the same after moving to remote, the skills and competencies they need to fulfill their responsibilities often evolve to some extent, and this can lead to issues with skill gaps and learning curves. As HR professionals, it is our role to support remote teams in this regard. As such, we should prioritize training and development for remote team members.

An example of a common scenario is someone struggling to adapt to digital collaboration tools which they never needed to use while in the office. This can be difficult for remote workers, but to help them succeed in situations like this, we can utilize digital learning platforms to facilitate smoother software onboarding. This can reduce learning curves and help them get to grips with the core features of essential tools. Additionally, we can offer soft skills training to help overcome productivity hurdles stemming from organizational issues and time management problems.

Investing in employees also yields benefits in other ways, though, as demonstrating a commitment to employee development can boost engagement, morale, and productivity among remote teams. Moreover, it promotes continuous improvement and helps to build a positive remote culture that supports employee growth.

Create policies for remote work

As we transition to remote, it’s inevitable that the way our teams and projects are managed will surely need to evolve, isn’t it? So, as HR professionals, it’s up to us to create impactful policies and procedures regarding remote work. Communication, schedules, and workflows are all aspects that we need to consider carefully. In making provisions on these subjects, we can build a system for efficient remote work going forward by ensuring that remote teams are managed in a consistent manner organization-wide.

The key will be to create highly detailed guidelines. We should specify which communication channels and platforms to utilize, for example, as well as how available team members must be. As a result, employees can better understand what’s required of them, while leadership can gauge the performance of remote teams more effectively.

Work-life balance is another key aspect to address in remote work policies. As the line between work and private life can become unclear for remote workers, productivity and morale issues are real concerns. However, creating rules about working hours and breaks can help establish firm boundaries for employees and mitigate the risk of burnout.

Wrapping Up

The digital workplace is quickly becoming the dominant model, and companies need to adapt, and fast. As the facilitators of organizational change, HR will have to shoulder much of the responsibility in that regard. While transitioning to remote is certainly a challenge, a proactive and well-defined approach to change management can make it a surmountable one. As we strive for success in our digital transformations, we must embrace the concepts of sound remote security practices, clear working guidelines, and comprehensive employee development. 

Guest writer.