How to practice “Interpersonal Communication” when we have to be physically and socially distant from each other.

Ironically, before the beginnings of the COVID-19 pandemic, I was planning on writing a post about telecommuting and working remotely- providing tips on how to make it work for both leaders and their employees and talk about how it can be valuable for both the organization and its staff .

However, as time has progressed to where we are now, some of my original ideas needed to be expressed differently, thus changing the tone of what I thought I would originally write. And, in the last few weeks, we have all seen many, many articles on the same subject sharing similar wise counsel and advice. They all offer good common- sense suggestions and recommendations. While I consider myself a creative, smart and empathetic HR and coaching professional- re-sharing/putting spin on these articles has seemed very redundant to me.

And then, one of my colleagues beat me to the punch and wrote such an article and included many of the thoughts and suggestions I would have. Do read her two- part series. Thank you Andrea Wistar.

Part I

https://www.linkedin.com/pulse/lean-working-remotely-part-i-andrea-wistar/

Part II

https://www.linkedin.com/pulse/lean-working-remotely-part-ii-andrea-wistar/

What started all of this for me?

One of my nieces got married this past fall and as part of the “ somewhat extended” family that does not spend a lot of “ face time” with each other (no pun intended- I mean REAL face-to-face time together) we did spend a lot of time together at three separate wedding related events over 4 months. As I was flying home from the final event, remembering the fun we had, noting how much I enjoyed meeting new people- especially my “ nephew-in-law’s” family- I landed on an interesting idea that I realized is so true in business. You have to put in the time- in person. But given our current crisis- how do you do that? You have to figure out how to modify the communication methods you used with employees face-to-face and now communicate- effectively and virtually- with ALL staff (not just what you may have done if you had some remote staff pre-COVID-19).

Yes, that is a mouthful. Think for a moment. You need to do the face time “thing” with everyone you work with. You- whether you are the manager/leader or the employee- equally own the relationship to make it work. As the employee, you need to ensure you talk to your manager and keep them informed of your work progress; how you are doing your job in meeting a goal; sharing your concerns and challenges as well as your successes. As the leader, you need to set up time to talk with them, ask your employees how they are doing; what challenges are they facing; how can you help them? What barriers can you bust through- internally and externally - so you all can celebrate the success?

 As I related this initial epiphany about my family situation to every- day business life, I thought- I couldn’t blame my sister, my brother or my cousin for that matter that we don’t keep in touch so much. Why hadn’t the other called me? Why did I feel I was always making the effort?

So, while this idea was percolating in my head, so was the coronavirus percolating around the world. As working remotely has become de rigueur over the last few weeks, my ideas and suggestions were becoming less original or the need to share them was not as motivating for me anymore.

BUT, as this crisis deepens- I am still concerned- how do we still try to make the effort to be interpersonal, be present and show we care when we can’t be face- to face- and have to rely on email/texts and phone and video chats?

A friend sent this to me last week- from her volunteering at the Montgomery County, Maryland Hospice. Think of those folks that relied on those daily visits during a very hard time in their lives. They definitely are not happening now. How are the volunteers being present to their patients?

SO, look at these questions below and see how you can use them. Just create your own “ virtual happy hour” with your friends or start your daily team meeting video/audio chat with a few questions- or just have a meeting where this is the focus. Do a daily or every other day check-in with your entire staff together or on a 1-1 basis. Make sure everyone knows you are there for them and that they are there for everyone else as well. This is just one example of how to keep yourself and your team connected. There are many others out there!

The original document she sent me highlighted a nurse who works for Montgomery County Hospice. Come up with your own questions!

1. What three traits define you?

2. If you could learn to do anything, what would it be?

3. What was your first job?

4. What is your favorite indoor/outdoor activity? 

5. Where is your favorite vacation destination?

6. What are you currently watching on Netflix/Prime/Hulu, etc.?

7. What is the best meal you have ever had? 

8. What is something most people don’t know about you?

9. What are you most proud of?  

10. Where can we find you when you are not working?

11. What’s your favorite type of music?

12. What is your favorite Crayola Crayon color?

13. What is your favorite thing about working for (name your company?)

As I said, there are TONS of articles out there with tips to help your employees adjust to working remotely- I don’t have to re-invent the wheel. If you need ideas on where to go for those resources- I’d be happy to direct you and help you implement them- for both your professional and your personal teams (aka your family and friends!) Check out my website at www.exzeto.com and send me a note via my Contact Us button.

I look forward to your comments. I inherited the “ Pollyanna” gene from my mother Dorothy. I am not being naïve- but a healthy dose of being both pragmatic and hopeful- Hang in there. It will get better.