Working from home has many benefits. But it can also cause leaders and teams to feel uneasy about how to measure expectations and how to productively communicate across distances. As with many forms of digital communication, a lot can get lost in translation, leaving room for potential misinterpretation.
Moreover, without an ability to see how people are spending their work hours, leaders and team members are grappling with trust issues.
Renowned INSEAD Professor Mark Mortensen – an authority on the impact of technology on employee behavior and the future design of work – explains how organizations can mitigate these problems and strengthen the WFH experience so productivity and trust go up and blood pressure goes down:
“Are people suspicious of whether their peers are actually doing the “W” in WFH? Trust is one of the most critical and valuable resources we have in our organizations – and one that is increasingly at risk. Heidi K. Gardner and I explore the roots of this trust crisis in our new Harvard Business Review article. Our research exposes the erosion of peer trust as an unexpected consequence of remote working (“unexpected” because most people worry about what their boss thinks — not their colleagues). We provide a new approach to rebuilding trust in our organizations. Learn what you can do as a leader to restore team trust, and why it starts with YOURSELF.”