The fear of having difficulty getting a promotion and losing connection with colleagues is a concern of many employees today when working remotely.
Costa Kosmidis, in the US, started working remotely as an intern at a bank, from the summer of 2021.
The 22-year-old said that the company always has policies and activities to help new employees close the gap with their boss and colleagues. Even virtual software is set up so that senior staff can easily answer job-related questions, give career advice to interns by phone or email.
Remote work was chosen by many companies during the two years of the pandemic. Long-term employees who have a certain position in their work also like this form, because they know well about the job, get to know their colleagues and easily take care of their children and family when working from home.
And Costa has always hoped to work in the office. “You can interact with colleagues, all problems are solved when talking face-to-face,” he said, expressing concern that working remotely could cause career starters to miss out on the opportunity to work. engage, learn and advance.
Some employees are also starting to wonder about remote work or shift work, which will change job intentions.
Johnny C. Taylor Jr., CEO at the Human Resource Management Association, acknowledges receiving a lot of feedback from employees, especially young people, about concerns about working remotely.
Prithwiraj Choudhury, an associate professor at Harvard Business School who studies workplace change, points to three methods that are common at companies that have successfully worked remotely.
Accordingly, many businesses have taken the time to compile handbooks and manuals that employees can refer to from anywhere. They pair remote workers with departmental advisors to exchange work without disrupting team relationships.
For the study, Choudhury and his colleagues also randomly assigned two groups of student interns, one to participate in one-on-one video meetings, with senior executives. While the other group could only meet with colleagues at the same place of work, not with a mentor.
The results showed that the group that spoke with senior staff had a better performance rating and were more likely to receive a job offer.
“Side conversations help people get closer and easier to get to know. But working remotely forces everyone to make an effort to understand each other and bring employees on a level playing field,” said Mr. Choudhury, emphasizing : “Being led by an experienced boss will help employees gain more knowledge and improve their professional skills instead of being forced to go to the office”.
Some companies are also starting to train managers to help remote workers. The US National Insurance Company has moved nearly 25,000 employees to work in shifts or full-time from home, right after the outbreak. Managers are instructed on how to facilitate career development for their subordinates. While employees are connected to mentors or company resources, intended to help them accomplish goals. Even a four-week online leadership course for employees at all levels has been deployed throughout the system.
Katie Burke, HR director of software company HubSpot, based in Massachusetts, USA, says this method is intended to establish organizational cohesion and build personal relationships. That means, managers must clearly understand how to work in groups, and at the same time encourage subordinates to talk about hobbies and pastimes outside the office to relieve stress.
HubSpot hopes that intentional efforts can help employees who want to work face-to-face, gradually get used to the new way of working.
Also according to the study, women and people of color are the two groups most likely to prefer working remotely because many of them have been isolated in the workplace. But the lack of networking support can exacerbate feelings of alienation, and reduce the ability to attract potential hires.
In order not to affect employee productivity and advancement opportunities, HubSpot said it will start tracking work positions with diverse data, to ensure that the working environment does not affect promotion opportunities. up.
While many companies implement plans to give employees “remote work” opportunities to develop their careers, Kyle Elliott, a coach in California, says it can be difficult when he is faced with pressure. time, management and colleagues.
“Speaking out and actively seeking advancement can only happen if the company culture embraces remote work,” says Elliott. Communication via email or apps is great, he says, but nothing compares to conversations taking place in the office. Not even the Zoom app can replace interaction in the workplace.