After some of the tragic events in 2024, Banking, Finance and Insurance HR Teams are on Red Alert! Then put on top of that, most of the executives in this industry are wanting a full return to work, and the HR Teams are having to work overtime this year!
I have some opinions on what can be done, check it out!
Hit me in the comments – what do you think?
Tim – Return to “WORK?” I worked exclusively remote for two years and since then have had a hybrid schedule. Saying that I am returning to “work” when I go to the office offends me. It’s return to the OFFICE.
That being said, there is much to learn about leading and managing people who have a remote component to their job. This is where managers actually have to make decisions and take action for each person on the team.
If it’s better to have new hires exclusively in the office so they get the best support and learn how to work with others on the team, then tell them they have to work exclusively in the office. You can set a timeline to revisit it and maybe allow some remote work later.
If someone is not performing remotely, talk with them. Have a conversation about what you’re seeing and find out why it’s happen. Set clear expectations going forward. Document the discussion. If the employee continues to under perform, bring them to the office and don’t allow remote work. Remote work isn’t for everyone, and the manager should take action if it’s not working.
If someone has a job that requires them to be in the office (perhaps handing out keys to company vehicles), they need to work exclusively in the office unless there’s someone who can back up that activity. Manager talks with people, makes decision and communicates.
If someone has a job that is appropriate for both remote work and in-office work, and they are a good, trusted employee, let them have a hybrid schedule. Not everyone has to have the same remote opportunity, as long as you’re making decisions based on business or performance reasons (legal reasons). Always keep an eye on productivity and accessibility of remote workers, but if they’re doing their job, don’t punish them by treating them like those who aren’t performing or who never answer when you call them.
Management. That is the key to all of this. It’s not the world we had before 2000. Remote work is a benefit, and you can use it to reduce your turnover if you do it the right way. But having a mandate that everyone has to give up remote work because some are abusing it is like disciplining everyone because a few people have had excessive absences.
Manage the process, and manage people.