Thanks to the growing mobile force culture, employees can be at home at the office at the same time.
Almost all companies in the US are pulling down their shutters on their brick-and-mortar offices and trusting their virtual workforce to do all the work for them.
Nope, I am not kidding. Nevertheless, you don’t have to take my word for it.
Here’s some metrics by Telework Coalition that suggest the same:
- 89% of the top 100 U.S. companies allow telecommuting
- 58% has already declared themselves as virtual workplaces
- 9% of employees work at the headquarters
- 67% of all workers use mobile and wireless computing
All these developments point toward the fact that mobile work culture is gaining ground in a colossal way, specifically in the U.S. marketplace.
But then, for all the efforts you are putting in to make your company culture mobile-friendly, things could backfire if a certain set of process and policies are not put in place.
The framing of certain rules and regulations and also making sure that they are strictly followed would ensure that your new workplace culture thrives much less survives.
Here are some top strategies to sustain and promote your mobile workforce culture:
#1. Craft A Set of Standards and Goals to Make Ensure They Are Strictly Followed
Unlike offices, where it’s easier to implement standards, sustaining mobile workforce culture is a different ball game altogether. Here the employees are living and working in isolated environments unbeknownst to each other, which makes it all the more difficult to enforce anything, let alone rules.
So, it crucial for companies to come up with certain set standards and goals that are exclusively meant for your mobile teams. As in, the login and log off timings should be strictly followed. Likewise, there should be scheduled times for breaks. Even a holiday calendar would help.
But then don’t leave it at that. Request your employees to share their points of views as well. In short, how do they feel about the new regulations? All the same, measure your standards and goals, time and time again, to make sure it’s not impeding employee productivity instead of improving it.
Reviewing your company standards and goals, again and again, makes sure that the culture that you’ve so painstakingly build over the years doesn’t get lost among the spasm of technological changes.
#2. Get Employees to Adapt Apps like Slack and Trello
It ensures that all your virtual employees are on the same page on their projects, encourages your employees to use team collaboration apps like Trello, Workhive and Slack. Trello is a team collaboration tool that creates boards for all your projects, which allows the employees to have the latest updates on their projects, be at home or office.
Slack and Workhive, on the other hand, are cloud-based apps that allow real-time messaging, and most importantly, all project documents are shared at one particular place. You can even get a customized team collaboration app developed if you want from mobile app development companies like OpenXcell.
#3. One-on-one Regular Meetings to Establish a Personal Rapport
No doubt tools such as Slack and Trello are a must for team collaboration and communications. Nevertheless, the companies need to look beyond group communication tools and establish a one-on-one relationship with employees. This will help companies nurture personal rapport with employees. Say, for instance, you could delve upon touchy topics such as the progress and promotion and also communicate their expectations from their employees. On the other hand, employees are free to express their concerns, which wouldn’t have possible in the presence of their peers.
#4. Use more Visuals for Communication
In the mobile-first era, communication through visuals, colors, pictograms, etc, are more popular than words. This would help you connect with your mobile workforce better says Lee Coomber, creative director for Europe and the Middle East, Creative Consultancy, Lippincott.
#5. Reward Employees – Not Much Financially
Sticking motivational quotes on your cubicle walls and all works fine. However, what indeed motivates an employee is a hand-written note from CEO directly appreciating an employee for his excellent efforts. If that’s asking for too much, the HR could also initiate excellent performer awards. Such type of rewards could really motivate an employee for a repeat performance.
Other best practices that promote mobile work culture
- Make a conscious effort to tie in apps into your business environment and at the same time make sure your employees are comfortable using it.
- Zero down on apps or mobility platforms that address security issues. About 70 percent of employees who resist mobility because of privacy concerns.
- Go go for systems that offer dynamic multichannel support. This will help confront technical issues that confuses users who employ different device types and operation systems. In addition, it helps cut down overhead expenses drastically as employees would be using their own devices.
To ensure that your mobile workforce culture sustains in the long run, follow the above best practices, and most importantly, hold one on one communication with your employees. Could you think of any other strategy that could help companies sustain their mobile-first culture? Go ahead, put them down in the comment box below.