Recently I had two more team members that started workshifting full time. One moved to San
Francisco and the other to Oregon. This can be a little bit like tearing off a Band-Aid. The sting of reality can hit quickly.
The transition from a fully supported employee, with things such as a creative culture, big brain peers, office chatter and laughter, a gym, a kitchen, stellar IT support, etc., to a coffee shop or home office, can make for a rough landing. As a manager, it's important that the person making the transition understand that it's not always as glamorous as it appears.
What I have found really helps is to team them up with other remote employees or at least make the introductions. In the case of the San Francisco workshifter, she has a counterpart in the city and we happen to have an office there as well. Based on her personality type, she should make a very easy transition.
For the Oregon workshifter, it's just the opposite. No counterparts, no office. In this case, it's worth it to take the time to let them know about the challenges people can face when they make the transition out of the nest. The following withdrawal symptoms are fairly common:
1. Lacking a sense of team and comradery
2. Fear that the lack of "face time" will hinder their career
3. Adjusting to conference call or web conferencing etiquette (inability to raise hand)
4. Missing the corporate culture
5. Lack of IT resources
To help with the transition, it always good to explain that the symptoms are normal and can vary depending on the person. I know I sound like an advertisement for the latest anti-depressant, but it's true. The best thing to do is to take the time to understand what type of person they are, and give them what they need. It could be a call once a day or a regular video call so you can add a human element. Scheduling regular visits to the office, even if they don't or can't make it, are very important. It says to the workshifter that I value the relationship.
On that note, the importance of "face time" can't be underemphasized. Depending on the person's level or job responsibility, it's good to visit the mother ship at least once a quarter. If for nothing else, to reconnect with your peer group at a personal level. Because at the end of the day, its all about trust, and the relationships that are being built.
What's your advice for someone about to leave the Corporate nest?
Photo by: biggertree
Francisco and the other to Oregon. This can be a little bit like tearing off a Band-Aid. The sting of reality can hit quickly.The transition from a fully supported employee, with things such as a creative culture, big brain peers, office chatter and laughter, a gym, a kitchen, stellar IT support, etc., to a coffee shop or home office, can make for a rough landing. As a manager, it's important that the person making the transition understand that it's not always as glamorous as it appears.
What I have found really helps is to team them up with other remote employees or at least make the introductions. In the case of the San Francisco workshifter, she has a counterpart in the city and we happen to have an office there as well. Based on her personality type, she should make a very easy transition.
For the Oregon workshifter, it's just the opposite. No counterparts, no office. In this case, it's worth it to take the time to let them know about the challenges people can face when they make the transition out of the nest. The following withdrawal symptoms are fairly common:
1. Lacking a sense of team and comradery
2. Fear that the lack of "face time" will hinder their career
3. Adjusting to conference call or web conferencing etiquette (inability to raise hand)
4. Missing the corporate culture
5. Lack of IT resources
To help with the transition, it always good to explain that the symptoms are normal and can vary depending on the person. I know I sound like an advertisement for the latest anti-depressant, but it's true. The best thing to do is to take the time to understand what type of person they are, and give them what they need. It could be a call once a day or a regular video call so you can add a human element. Scheduling regular visits to the office, even if they don't or can't make it, are very important. It says to the workshifter that I value the relationship.
On that note, the importance of "face time" can't be underemphasized. Depending on the person's level or job responsibility, it's good to visit the mother ship at least once a quarter. If for nothing else, to reconnect with your peer group at a personal level. Because at the end of the day, its all about trust, and the relationships that are being built.
What's your advice for someone about to leave the Corporate nest?
Photo by: biggertree
