Sending teams to work remote in early 2020 sent a bit of a shockwave through the industry, especially for offices operating in a very traditional brick and mortar office. At the time that agencies had to pivot operations, there was an understanding that this would be temporary. While some agencies have started to move back to “normal” office environments, restrictions and precautions remain prevalent, leaving agency owners to decide what makes the most sense given legal and moral obligations. Teams once co-located had to adapt to new working arrangements and continue to be separated as this situation persists without any definite end date. The loss of the “team” feeling is a genuine concern and growing the more prolonged the separation remains necessary.
Knowing that a remote work environment may be necessary for a few more months, or potentially permanent, it is increasingly critical that leaders find ways to encourage individuals and teams who have lost momentum. Here are a few things to consider if you find yourself in this situation:
Check-in Daily
While this may have been an area of emphasis initially, it may not be getting the same level of attention now. It is easy to understand how this daily practice seemed more critical during the beginning of the adjustment phase than it does a few months later. However, if you have noticed that employees are less connected and struggling with their work, reviving these daily conversations could make a significant difference.
When having these conversations, make sure that it is not just about work and that you allow them to open up about personal struggles that are impacting work. It gives you an excellent opportunity to understand where the employee is from a workload standpoint and an emotional standpoint. It also demonstrates your continued investment in them despite the ongoing separation.
Get Creative
In a quarantined world, a lot of personal interactions are not available. This loss of interaction can be challenging, both mentally and emotionally. Virtual meetings are the most effective option outside of the traditional face to face meeting. However, they only go so far. You may be able to cover a lot of work-related business during these video chats, but employees are likely missing personal connections that helped create a team feeling in the past.
To add some energy back to the team, provide opportunities for everyone to get together and talk about topics other than work. Gatherings like this are still an option even in a remote work environment using the same video conferencing technology used for meetings but instead hosting virtual happy hours. And if employees live in the same communities, the option to get together in a location where you can be face-to-face but still honor social distancing guidelines can be a fantastic option. If you aren’t sure what to do as a leader, ask the team for ideas. They may very well have thoughts on what could help them feel more connected again.
Provide Flexibility
A contributing factor to a loss of morale and productivity with employees may be a loss of a sense of control. Most employees are experiencing a multitude of changes outside of work, which creates a sense of instability and insecurity. Many have found themselves trying to work and manage kids’ activities due to a lack of alternatives. Trying to sort through constant change and distractions will undoubtedly start to impact focus and productivity.
Offering some flexibility that allows employees to regain some control may be the boost they need. Allowing employees to choose different working hours that allow them to manage work and personal needs more efficiently can help provide that control and balance they need.
As the world continues to adjust and readjust, employers are called to do the same. Just as importantly, leaders must find ways to help their employees navigate a multitude of shifting stressors.
For more on this topic, check out the complete episode of The Independent Agent here.
About the Author
Justin Goodman has spent the past 20 years in insurance. He is the co-founder and CEO of Total CSR and co-founder and Managing Director of Project 55. By the age of 29, he was recognized as one of the top five construction insurance experts nationwide by Risk and Insurance Magazine. He also was named to Insurance Business Magazine’s Hot 100 and most recently the 2024 Insurance Journal Agent of the Year. Justin has trained over 50,000 CSR’s, account managers and producers through his work at Total CSR. He has a passion for developing the next generation of insurance professionals. When not with his family, he devotes his free time to speaking engagements and advising agency owners across the country.
