Our tips for passing a telework test

Our tips for passing a telework test

Behind the light anecdote lies the difficulty of adopting telework overnight when one has not been prepared for it. It’s not easy to work remotely when you’re not used to it, and even if the prospect of protecting yourself in this way from the Coronavirus-Covid 19 epidemic will make walking more cautious, you’re going to have to learn how to telework well.

Equipping yourself with the right tools

This issue of tools is particularly essential. Employees who teleworked are more likely to perceive more significant technical problems than usual. On the management side, this issue is also present, but because of its cost. Not surprisingly, these results reveal that unanticipated and urgently decided telework has immediate consequences in terms of access to networks, remote connections, and, therefore costs which are increasing, all the more so as one can, without being overly misanthropic, bet that some suppliers are taking advantage of it!

It is, therefore, crucial for management to indicate to employees which tools to use for which purposes. It is not necessarily necessary to solve the daily problems of company life by video conferencing. The telephone may suffice. But for a big meeting, why not.

Having the right attitude

It often requires better communication between people. Apart from adopting a cat, advice consists mainly in taking a professional approach even if you stay at home (select a schedule for working, have a particular space also if it is ephemeral, get dressed), and to use digital tools well.


Working in a company is also a space for socialization, and specific initiatives are worth highlighting. In order not to lose the remote link, employees can set up weekly “remote coffees.” Time is set aside to discuss current topics, including the one that triggered teleworking. It is not the only solution imaginable. It is up to each employee to find the ritual that suits his or her teams.

Keeping the dialogue going

The most important thing is not to leave an employee who would be in distress alone while teleworking. At least, in the beginning, it seems necessary to call at least once a day to see how the employee feels in this situation, which he may not have wanted. If necessary, it will be essential to talk with the employee to understand where the difficulties are coming from and to put in place the most appropriate solutions.

Finally, one out of every two jobs cannot be done remotely. Company management must also be keen to explain to those who will not be able to work remotely on why this choice has been made. It is a growing concern among the team managers interviewed for this study: the fairness of the policies followed is essential. It is, therefore, necessary to communicate on the criteria chosen, to dialogue with employees who feel they are victims of injustice, and to communicate on the criteria used to decide who can or cannot telework. The company is a work collective, and while the current epidemic will isolate some of its members, those whose job it is to support the group must devote all their time to it.

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