Communication, collaboration and culture: the three-part solution to long-term remote work productivity

With remote working set to continue, every employer needs to be considering engagement levels and inefficient processes

Seven months since the wide-spread adoption of remote working began, organisations are still searching for ways to overcome productivity barriers. An increase in volume of emails, time spent on video calls, and - in some cases - a lack of technology, have all had a significant impact.

In addition, new research has revealed that there are a number of other factors impacting UK workers' ability to be productive while logging on from home. A lack of clear, formalised communications around working hours and availability from their employer has left almost half (47 per cent) of remote staff unsure as to what is expected of them.

With the most-recent government guidance urging individuals to work from home to halt a further spike in coronavirus cases - likely for the next six months - businesses must address and overcome these productivity road-blocks sooner rather than later, starting with communication, collaboration and culture.

Opening lines of communication

Since shifting to a remote-work model, organisations have lost something that we all take for granted in an office environment - the benefit of face-to-face communication. Now relying on chat platforms and video conferencing tools, many individuals have been left feeling disconnected from their teams, as well as from management.

This physical distance has not only had a knock-on impact on motivation and productivity levels, it has also resulted in employees experiencing detachment from the wider organisation, feeling uninformed and out of the loop.

Much of this has stemmed from a lack of information dissemination, with Wrike's 2020 Global Remote Work Survey revealing that in the majority of cases, information is not being passed down throughout the workforce. In fact, 42 per cent of respondents claimed that only management are being briefed, leaving the rest of employees receiving updates second-hand, or not at all. As a result, when asked if they understood the current state of the business they work for, including their employer's plan to survive the economic toll of Covid-19, more than half (54 per cent) said no.

While ensuring continuity and survival was understandably the first concern when the pandemic struck, communication cannot continue to take a back seat. Regardless of where employees are working from, businesses must communicate directly and effectively, ensuring all staff feel fully informed and updated.

Championing virtual collaboration

One way of establishing open lines of communication is through the use of collaboration software. These technologies make it possible for real time information sharing and greater visibility across internal teams and departments. Collaboration platforms not only make it easier to maintain virtual connections, they also maximise transparency and versatility - two factors fundamental to positive communication.

Despite their benefits, however, many businesses are yet to implement similar tools to tackle the problem, with just 35 per cent of HR teams putting centralised projects and initiatives in place to encourage company communication. Consequently, the majority (60 per cent) of organisations are also failing to share experiences and examples of best practice from team to team, which could have a negative impact on overall productivity and development.

By swapping endless email threads, needless meetings, and copious check-ins for real-time updates, employees will feel a sense of inclusion and participation. This unified - and simplified - way of working also allows organisations to step away from micro-management styles, allowing employees to take accountability for deadlines and results, while still being able to spot potential productivity roadblocks before they happen.

Enforcing positive company culture

By integrating and automating tasks where possible, employees should have more time to spend on work that drives real value to the business. By focusing on more interesting and strategic tasks, staff should experience lower levels of burnout and, as a result, make greater progress. However, while ensuring productivity is essential, organisations can't overlook the importance of the softer-skills associated with a well-functioning business.

Building and maintaining a strong company culture can be difficult at the best of times, let alone when working remotely. Organic team-building and relationship development don't necessarily occur naturally, and there are no ad-hoc coffee breaks or in-person meetings. This has left some businesses struggling to create team camaraderie remotely, therefore having a resulting impact on morale.

In addition to open lines of communication and championing virtual collaboration, people need to feel a sense of respect and appreciation. Employees need to trust that their co-workers and managers have their best interests in mind and are transparent when it comes to both good and bad news. Small gestures such as creating group chats, encouraging flexible working and having social meetings all go a long way in helping to build a positive remote work culture.

In the face of the current economy, each company is facing its own unique challenges. From people management to turning a profit, productivity lies at the heart of many of these struggles. However, with the right tools and strategies in place, enterprise productivity can quickly be improved. With remote working set to continue, every employer needs to be considering engagement levels and inefficient processes. Only through evaluating their communication model can businesses hope to sustain staff productivity levels while offices remain closed.

David McGeough is director of international marketing at Wrike