As the Coronavirus has spread around the world, businesses are requiring employees to work from home and grappling with the practical implications of suddenly needing to manage a distributed workforce.
InspireHUB is a 100% remote company and has been managing an international staff of digital nomads for over five years. As the creator of the IHUBApp Digital Experience Platform, we also have had agencies and clients use our platform to build employee hubs to help improve their connection and engagement.
From this unique vantage point, we decided to share the internal guidelines and tips that have helped us become high-performers and produce at the award-winning level with the hopes of you making the most of the situation.
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It's one thing to make policies that put people first in company culture. It's another thing entirely to model them. But being part of a corporate social experiment designed to prove that putting the bottom line and people first are not competing ideals? Better buckle up!
Getting beyond lip-service often means a lot of falling down and getting things wrong before you find your groove. Our Founder, Karolyn Hart, jokes about our being "UnInspireHUB" while we fumbled through the transition from a more traditional workplace to the 100% remote -- and empowered -- workplace we have now. She's bent on disrupting some of the most toxic foundations of corporate culture, starting with ours.
While the sign-off on rebooting might happen at the top, the biggest changes often start from the bottom up. Buy-in has to be across all teams and pay grades. "Ask me anything" style collaboration, a willingness to kill sacred cows and valuing "impact" over "hours" may make great sound-bytes, but feel like very risky business when it comes to the bottom line.
And yet something funny happens when you treat people like capable adults. They tend to rise to the occasion, and so does your ROI.
Here are some of the experiments that have paid off best at InspireHUB...
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You're exhausted. We get it! And if your boss isn't convinced that your "email fatigue" is a real problem, we've done your homework for you so you can send up the SOS. What your boss cares about is the bottom line. Here's a primer to help you make the case that it's time to handle internal communications in a different way.
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