Since millions of workers have shifted to remote work due to the COVID-19 pandemic, managers are currently faced with full time remote work themselves as well as the task of supervising remote employees who may never have worked remotely before.  Managers can be “caught in the middle” – working to meet the expectations of their bosses while managing the performance and concerns of their teams.  The two of us have conducted research on remote work (Tammy) and coached leaders during the pandemic (Mark). Below we offer tips for managers who are leading from home. 

For those of us fortunate to still have jobs in a COVID-19 world, I’m right alongside you, learning how to navigate a 100% remote role in a 100% virtual marketplace. Although we’re the lucky ones able to still perform our job during this unprecedented time…it doesn’t mean this #remotelife is easy. 

Fortunately, we also have resources we can use to buffer or counteract the demands being placed on us in our remote work-life. Job resources refer to any physical, psychological, social, or organizational aspects we can use to complete our work, achieve our goals, reduce the effect of remote work-life demands, and promote personal growth, learning, and development.

The outbreak of COVID-19 forced many companies to adopt remote work practices, including many who traditionally did not support flexible work arrangements. Several of these companies have now embraced remote working, claiming people’s productivity during this time means they will allow more flexibility in the future. But are managers prepared for such a shift? Do organizations have in place what is needed for workers to be productive at home over the much longer haul?