The COVID-19 pandemic has been a major disruptor in the traditional office environment. Everything from all-hands meetings to spur-of-the-moment conversations exist virtually now. Even annual holiday office parties — a great opportunity to mingle with coworkers you don’t normally interact with — were reduced to Zoom calls with your department. It leaves many organizations wondering if the remote workforce is hindering overall company culture when compared to the physical office environment.
Q: What are the most important areas of focus when transitioning to a fully remote workforce?
Jane Hoff: During this pandemic, successful businesses have focused on the health and safety of their employees. This priority should guide every decision made in response to the crisis. When companies respond in this way, employees recognize that their companies have taken actions based on care and concern for their well-being.
Of course, it isn’t easy for employees who are used to working in the office to be thrown into a fully remote work setting. Many households have dual professionals working from home. Parents are helping children with online learning and homework while managing their own daily work responsibilities. It’s a lot to handle, day in and day out.
The accounting industry as a whole can be intense in normal circumstances. Adding external and personal factors to the normal workload and managing to effectively balance all of it has affected everyone. Companies need to recognize the significant impact these changes are having on their employees and then look for ways to help personnel manage the complexities of work and home life. This support can include an intranet site with updates, resources, and guidance. It can also include hosting virtual sessions focused on emotional well-being, mindfulness, and wellness.
Q: How can companies maintain collaboration and connectivity during the pandemic — and even beyond?
Jane Hoff: A rapid shift to a fully remote environment comes with many challenges. However, technology and collaboration tools can support a successful move into a virtual environment.
With a foundation of mobility and a strong technology platform in place, ongoing and frequent communications can continue fairly seamlessly. Whether it’s a quick chat or call through a Microsoft Teams™ meeting or Zoom, technology can help employees maintain strong team connections throughout the day.
Yammer groups and internal sites can also help people come together and share best practices, their own experiences, and ideas on managing the various challenges and successes of working from home and handling remote learning with their children. Additionally, parenting and elder care networks within an organization encourage employees to share experiences, tips, and resources.
At Crowe, we promote the use of technology for informal connections to boost culture and morale across the firm. Teams host virtual happy hours and other gatherings and celebrations, and some have even hosted Zoom baby showers. Our San Francisco location threw a costume-themed get-together, and our Dallas office held a virtual scavenger hunt. Our Pride business resource group also gathered virtually, including weekly get-togethers during June for Pride month.
We also use technology for frequent communications and check-ins to create a safe environment for informal, candid discussions during which employees can share their own stories, frustrations, and fears.
Q: Do you think water cooler conversation has changed for good? Or is it just that conversations are more meaningful now?
Q: What suggestions do you have for companies who are reshaping their company culture to support a potentially longer-term remote workforce?
Jane Hoff: If there’s one suggestion I would make for companies struggling with the temporary (or even permanent) loss of their “water cooler” culture it would be this: Be open, be transparent, and communicate. When leadership is open and transparent and maintains frequent communication, it models a positive approach for everyone. Always lead with empathy, patience, and understanding. Recognize the challenges openly and embrace them as opportunities. Work together and take care of yourselves, each other, and your clients.
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Crowe embraced virtual water cooler conversations before they were “cool”.
Jane Hoff: For the foreseeable future, a remote workforce is part of the new normal. The key to managing a remote office is balance, and Crowe can help you achieve that. We pioneered the remote workforce long before the pandemic, so we know exactly how to navigate this territory. Discover more insights and guidance on managing your remote workforce.
Discover more insights and guidance on managing your remote workforce.