Organisations such as Twitter, PwC and RBS have all informed their staff that they can either work from home for as long as they wish or that they will not need to even think about returning until next year.

Due to this, it looks like remote working will be the way of life for many employees and employers, meaning business leaders will need to take a look at how they can still offer a supportive and diverse culture from a remote basis.

While some leaders have made positive moves to support staff during this uncertain time, others have been criticised for their business decisions which could incite toxicity among colleagues. For example, one employee shared on Mumsnet that her boss lacked so much trust in her team that she and her co-workers have to ‘log in on their screen every time they leave their desk at home to make a drink or use the toilet’.

Similarly, the boss of Pimlico Plumbers, Charlie Mullins, could be accused of creating a negative culture after he accused some staff at his firm of ‘abusing’ the furlough system, indicating that he would fire them if they refused to return back to work.

With this in mind, it is crucial for leaders to identify if they are encouraging a toxic culture remotely and therefore how this can be avoided. Here are five key signs to look out for:

Stop micromanaging

As mentioned above, the employee writing on Mumsnet felt she was being micromanaged to the point it left her nerves ‘in shreds’, indicating that this level of management can have severe effects on an individual’s wellbeing. While it may be tempting to stay in constant contact with staff who are working remotely to ensure they are working as hard as they would in the workplace, this can lead to frustration and resentment as it implies they are not trusted. It’s, therefore, crucial to avoid this at all costs and show that you trust staff to get on with their daily tasks without being micromanaged.

Be transparent

Throughout this uncertain time, employees will want to have full transparency about the business so they are not blindsided if something was to suddenly go wrong. To make this possible, consider hosting regular monthly or weekly meetings with teams to give them full insight into how the business is managing, and what plans you have for the future to get through this unprecedented period.

Lacking empathy

The current events require a great deal of empathy, and if you are not showcasing these qualities then it’s likely employees will feel undervalued and demotivated. Every individual employee will face different struggles, for example, some will be working parents trying to juggle home-schooling alongside their day job, while others may have caring responsibilities for a friend or family relative. However, showing understanding and compassion by offering increased flexibility and trust will help to alleviate these struggles.

Do what you say

The old adage ‘actions speak louder than words’ has never been more paramount than today where employees look up to their business leader for guidance and support. Due to this, ensure you are following through with the things you say so that employees can trust you and ultimately respect you as a leader.

Preventing burnout

If you are a leader who encourages employees to work harder rather than to work smarter, you’ll quickly notice that staff will start to burnout as a result of this work ethic. During this time where staff are working remotely, they may also feel the need to be ever-present to show that they are working, which can lead to an always-on culture. It’s therefore down to you as a leader to encourage staff to switch off, and champion ways to allow them to work smarter, particularly during this time where stress and anxiety levels are higher than usual.

Executive Grapevine

Jade Burke

August 2020