Leading a Remote Workforce

Leading Remote Teams

We're more than halfway through 2022.

Having to deal with a global pandemic was not in anyone's business plan for 2020, 2021, or 2022. Office workers worked diligently to keep things going, and most businesses didn't just survive, they thrived. With the pandemic appearing to wane, some companies are pushing -- hard -- to get employees back to the office. The problem is, office workers who worked from home liked doing so, and don't want to come back.

Are you and your executive staff addressing the fact that remote work is here to stay?

It is time now to embrace a well-planned remote/work-from-home culture. There are compelling reasons to make this change immediately.

Is your company committed to successful remote teams?

Not really committed if ...	Starting to commit if...
You insist that everyone return to the office as if COVID-19 never happened.	You are re-thinking how to do business in a hybrid or fully-remote manner.
Your HR department still adds "on-site for X days/week" to their job descriptions.	The HR department is adjusting employee hiring and onboarding to accommodate remote workers.
Requests for permanently remote work are being denied and employees are leaving.	The HR department is recalibrating compensation and incentives to keep from losing top talent.
You are not providing equipment other than a laptop to your existing remote workers.	Requests for monitors, keyboards, and an ergonomic work chair are being filled.
Executives have not worked with front-line managers to determine how well the team is functioning while working remotely.	Executives are adjusting goals to match how work is done on remote teams.
Front-line managers do not regularly meet with their workers to assess their productivity and remove obstacles.	Front-line managers are monitoring workload and productivity, and helping employees to manage distractions.
Requests for more helpdesk staff and improved network equipment are being declined.	The IT department is adding network bandwidth, improving access, and adding helpdesk staff.

Maybe you don't know where to begin ...

There is good news! We've created an Executive Briefing that you can use. This briefing covers 5 major benefits of supporting remote working as a permanent option for your company, along with 6 check-up questions to assess the readiness of your company to move from a remote-reluctant or remote-first culture.

We believe that committing to a remote workforce is the smartest way to conduct business now, and we've got some ideas on how to help you make that happen.

Simply complete the form at right, and you'll have immediate access to this one-page PDF containing the key concepts for creating a permanent remote workforce option.

But that's not the end of the discussion.

No two companies are alike, so let us help you expand your initial plan into actionable steps. We offer executive planning services, remote management and team coaching, and implementation supervision, all delivered virtually. Check out our Programs page for details.

Want to talk about what to do next?

Click the button below, or visit http://www.TalktoToolie.com and schedule a 30-minute, no-obligation Executive Strategy Session. You'll walk away with 3 to 4 actionable ideas, specific to your situation and goals, that you can put to use immediately.

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