That's why there's a low level of engagement when team leads are given sole discretion to make the decisions. They feel a loss of control if they can't see their staff and are eager to get back to their previous mode of supervising. The reason it's important to ask this in the surveys is that many lower-level supervisors feel a personal discomfort with work from home. You'll get a lot more buy-in, even from staff who may be unhappy with your final policies, if they feel consulted and heard.Īs part of the survey, have respondents indicate who their team leader is: that keeps the survey answers anonymous, but can be provided to team leaders to help them understand the desires of their teams. That applies especially to policies concerning working conditions. More importantly, employees want to feel that they have input on major company decisions. All companies are different, and you want to know about your staff in particular. To set the stage, first, conduct an anonymous survey of your staff on their preferences for remote work. The top leadership should encourage team leaders to permit, wherever possible, team members who desire to do so to work remotely. The choice should be driven by the goals and collaborative capacities of each team rather than the personal preferences of the team leader. Empower each team leader to determine, in consultation with their team members, how each team should function.
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