{"id":33760,"date":"2022-01-07T07:51:13","date_gmt":"2022-01-07T12:51:13","guid":{"rendered":"https:\/\/centricconsulting.com\/?p=33760"},"modified":"2023-02-01T13:59:22","modified_gmt":"2023-02-01T18:59:22","slug":"having-trouble-embracing-remote-work-you-need-to-overcome-these-3-limiting-beliefs","status":"publish","type":"post","link":"https:\/\/centricconsulting.com\/blog\/having-trouble-embracing-remote-work-you-need-to-overcome-these-3-limiting-beliefs\/","title":{"rendered":"Having Trouble Embracing Remote Work? You Need to Overcome These 3 Limiting Beliefs"},"content":{"rendered":"

In this segment of \u201cOffice Optional with Larry English<\/a>,\u201d Larry shares three myths about remote work that might be keeping your company from thriving.<\/h2>\n
\n

The rise of remote and hybrid work<\/a> offers an opportunity for leaders to overhaul how their organizations operate, improving life for employees and realigning with the fast-paced realities of today\u2019s market.<\/p>\n

Companies that embrace the new world of work are reaping the benefits. For instance, they\u2019re able to attract a significantly larger talent pool. A recent report found that employers that fail to offer remote work will be passed over by 58 percent of candidates.<\/strong><\/p>\n

\u201cWhy are some organizations wildly successful? It\u2019s not by doing the same things they\u2019ve been doing for the last few decades,\u201d says Amy Lescke-Kahle, vice president of performance acceleration at The Marcus Buckingham Company, an ADP Company. \u201cIt\u2019s because they\u2019ve acknowledged and adjusted to the changes to work, the world and the market.\u201d<\/p>\n

Shed These 3 Limiting Beliefs To Finally Embrace Remote Work<\/h2>\n

Some leaders are having trouble letting go of the old order. This is understandable, as change can be scary. Or maybe they\u2019ve found success doing things a certain way and don\u2019t see a reason for experimenting\u2014a cognitive bias called functional fixedness<\/a>, where you reject improved practices or frameworks in favor of the status quo.<\/p>\n

To move forward, these leaders need to reexamine their beliefs around work and how they measure employees.<\/strong> Some of the most pervasive myths or limiting beliefs that need busting include:<\/p>\n

Myth 1: Employees Need Babysitting<\/h3>\n

\u201cWe don\u2019t have a world of mediocre, yet our whole approach to employees is based on the idea that people are broken, they\u2019re OK at best and need to be fixed,\u201d Leschke-Kahle says. \u201cThere\u2019s so much innate, amazing talent inside of organizations that sits latent.\u201d<\/p>\n

The best thing you can do in a remote setting is to simply trust your people. Yet many leaders are going in the opposite direction, using tracking software to keep an eye on employee activities.<\/strong> The 2021 ADP Research Institute People at Work report found that 62 percent of workers say they\u2019re being more closely monitored than ever before.<\/p>\n

\u201cThe No. 1 responsibility of a leader is to recognize the talent they have and amplify it,\u201d Leschke-Kahle says. \u201cYet so many leaders spend their time on meaningless productivity measures\u2014productivity should be mapped onto results, not hours worked.\u201d<\/p>\n

Myth 2: In-Person Collaboration Is Always The Most Effective<\/h3>\n

Studies have shown that the traditional approach to collaboration\u2014with people gathered in the same room\u2014isn\u2019t always the most effective method for generating good ideas. A few people end up dominating the conversation, leaving introverts and junior team members behind. In fact, a concept called Bartleby\u2019s Law says that meetings waste 80 percent of the time for 80 percent of attendees.<\/strong><\/p>\n

Asynchronous communication<\/a> and collaboration, necessary elements of remote work success<\/a>, help solve this problem. When collaboration doesn\u2019t always happen in person (or over videoconference), you remove the on-the-fly pressure and end up getting more input from more people.<\/p>\n

The in-person environment can also give rise to a less-than collaborative spirit. A recent ADP Research Institute study<\/a> comparing 9,000 remote, on-site and hybrid workers in the U.S. found that on-site workers rated their teams as less collaborative and supportive and more gossipy and cliquish than their remote counterparts.<\/p>\n

\u201cThose factors can get in the way of true collaboration,\u201d says Leschke-Kahle. \u201cWhen we force people to be collaborative in a certain way, we may not be getting their best work\u2014we need to make room for people to contribute in other ways.\u201d<\/p>\n

Myth 3: Remote Work Just Adds Another Layer of Organizational Complexity<\/h3>\n

Reimagining work<\/a> offers an opportunity to rethink all our systems\u2014many of which are more complex than necessary, wasting time and causing major employee heartburn, Leschke-Kahle points out. Instead of making things more complicated, leaders should use the shift to remote work to streamline and simplify.<\/p>\n

\u201cWe\u2019ve so over-engineered the world of work with policies and processes that are not necessary in a grown-up version of work,\u201d Leschke-Kahle says. \u201cSimplification must be a big piece of what we do next.\u201d<\/strong><\/p>\n

Take performance management. \u201cWe\u2019ve designed these complex, arduous, emotional processes around performance management,\u201d she explains. \u201cMany of these policies were born out of fear and lack of trust. We\u2019ve taken the outlier\u2014the poor performer\u2014and assumed it\u2019s true for everyone. While we certainly need to be preventive, we don\u2019t need to subject everyone to the rigor of an outlier process.\u201d<\/p>\n

The bottom line: Simplify what you can to free employees up to focus on what really matters.<\/strong> This will not only improve your employees\u2019 work lives but will also allow your organization to keep pace with today\u2019s fast-paced market.<\/p>\n

Welcome To The Great Work Experiment<\/h2>\n

Change can be scary, but as Leschke-Kahle points out, work is an easy, relatively low-risk place to test new practices. \u201cThis is really the great work experiment, and we should be digging into what works and what doesn\u2019t. If you\u2019re slow and hesitant to change, both your employees and your business are going to end up suffering, because the market will pass you by.\u201d<\/p>\n

This article was originally featured on Forbes.com.<\/a><\/em><\/p>\n","protected":false},"excerpt":{"rendered":"

In this segment of \u201cOffice Optional with Larry English,\u201d Larry shares three myths about remote work that might be keeping your company from thriving.<\/p>\n","protected":false},"author":41,"featured_media":33762,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_oasis_is_in_workflow":0,"_oasis_original":0,"_oasis_task_priority":"","_relevanssi_hide_post":"","_relevanssi_hide_content":"","_relevanssi_pin_for_all":"","_relevanssi_pin_keywords":"","_relevanssi_unpin_keywords":"","_relevanssi_related_keywords":"","_relevanssi_related_include_ids":"","_relevanssi_related_exclude_ids":"","_relevanssi_related_no_append":"","_relevanssi_related_not_related":"","_relevanssi_related_posts":"","_relevanssi_noindex_reason":"","footnotes":""},"categories":[1],"tags":[20871],"coauthors":[15095],"acf":[],"publishpress_future_action":{"enabled":false,"date":"2024-07-21 21:09:54","action":"change-status","newStatus":"draft","terms":[],"taxonomy":"category"},"_links":{"self":[{"href":"https:\/\/centricconsulting.com\/wp-json\/wp\/v2\/posts\/33760"}],"collection":[{"href":"https:\/\/centricconsulting.com\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/centricconsulting.com\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/centricconsulting.com\/wp-json\/wp\/v2\/users\/41"}],"replies":[{"embeddable":true,"href":"https:\/\/centricconsulting.com\/wp-json\/wp\/v2\/comments?post=33760"}],"version-history":[{"count":0,"href":"https:\/\/centricconsulting.com\/wp-json\/wp\/v2\/posts\/33760\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/centricconsulting.com\/wp-json\/wp\/v2\/media\/33762"}],"wp:attachment":[{"href":"https:\/\/centricconsulting.com\/wp-json\/wp\/v2\/media?parent=33760"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/centricconsulting.com\/wp-json\/wp\/v2\/categories?post=33760"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/centricconsulting.com\/wp-json\/wp\/v2\/tags?post=33760"},{"taxonomy":"author","embeddable":true,"href":"https:\/\/centricconsulting.com\/wp-json\/wp\/v2\/coauthors?post=33760"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}