Deskless Workers

As remote and hybrid work arrangements become a hard-stop negotiation tactic among today’s workforce, organizations must accept the remote concept and learn how to support deskless workers. Sure, almost all businesses have online meeting tools to accommodate their remote workforce but, is that enough?

Having a deskless workforce’s NOT the same as having employees onsite. Being able to swing by someone’s cube for a casual chat about the weekend while you are on your way to the printer is a thing of the past. We must now be more intentional about communication and connecting with each other.  For example, having consistent and daily online coffee chats (with video on) is a great way for the team to catch up and have some time to chat and develop a personal dynamic.

Managers also need to make an extra effort to have one on one FaceTime with their employees. Why is this important? When employees are onsite managers have the opportunity to notice if someone is burnt out, not acting themselves, or withdrawn.  It’s much harder to notice these type of personal nuances via email and team Zoom meeting. While working from home sounds like a dream, some employees struggle with isolation. Managers need to carve out time each week to check in on staff.

HRIS and other systems should be utilized to house information that deskless employees need.  Handbook and company policies, PTO tracking, learning and development, organizational charts, benefit summaries and costs, and contact lists for support is a must. Human Resources must also be accessible via email, chat, Zoom (or similar), etc. Deskless employees must feel supported and have multiple ways of  making inquiries, asking for help, or reporting issues.