You or someone you know is working from home. As covid-19 upends traditional office culture, we offer tips learned from years of remote work.

By Xische Editorial, March 18, 2020

We are in a pivotal moment in the evolution of work thanks to the horrific spread of covid-19. Technology advances over the past decade are enabling remote working for millions of people affected by the virus. For some, this sudden shift has come out of nowhere and hit them like a ton of bricks. But others have already put systems into place to enable a smooth transition. 

We embraced remote work early at Xische because it enabled us to put our business values into practice more efficiently. That’s because we put people first by supporting our partners and employees. This people-centric approach is reinforced by a commitment to sustainable growth and practical measures designed to prepare ourselves for the future. In light of covid-19, we went fully remote for all team members in Dubai and around the world. We are happy to report that so far the experience has been seamless and rewarding. Our thoughts might change as the crisis deepens. 

Ironically, remote work embodies our core people-centric values. We are able to grow globally from our home in Dubai by partnering with some of the best people around the world. The incredible technology that enables these interactions is a powerful vehicle that allows these relationships to flourish. 

Let’s discuss the details before jumping into the psychology of remote work. With tools like the Slack messaging platform, Dropbox file sharing and the Google suite of productivity software, we have found that remote work streamlines the impact of our workflow. We get more done in an efficient manner by utilizing the best people around the world. When the walls of the physical office dissolve, opportunities materialise in all directions. From our home base in Dubai, we have partners and collaborators on four continents who regularly interact with our core staff in the UAE. 

Because of our people-centric approach, finding and empowering the best team members is key to our long-term success. That means we need experts and partners available from Philadelphia to Cape Town. Without proven remote work systems in place, such a set up would be impossible. If we need an expert on smart city water systems, for example, we have found the remote work model exceptionally efficient in opening up possibilities. Once the person is located, we use technology to connect with partners around the world and augment our staff on projects in Dubai.

The most impactful lesson we have learned is not about which application or platform is best but rather how to manage the psychology of remote work. It didn’t materialise overnight and we actually approached remote work with some trepidation at first but after years of refining the process the model has proven exceptionally effective. There are plenty of online tools that facilitate easy communication and collaboration but they don’t replace the human element of office culture. In the coming days, we will ask team members to share some of their tips and tricks in this department. Who doesn’t love a good list of the best apps and platforms to make your digital life easier? 

Getting back to the psychology of remote work, one challenge we have encountered is trust. In a physical office environment, trust is hardwired into the space. If an employee is not at his or her desk, productivity alarms go off by themselves. What happens when employees are at home and in different time zones? Clear targets and deliverables mitigate this challenge, but can only go so far. Employers need to go the extra mile in fostering a work culture based on empathy. 

Ensuring that employees feel valued and appreciated during rough remote work transitions is critical to keeping them engaged. While digital nomads might enjoy the solitude of working from home, others need social engagement in the office. By engaging in communication online, we create a sense of unity that fights away the loneliness and builds trust. Every company will determine what works for them in this turbulent time and by doing so will engage in critical reflection on the overall health and efficiency of their staff. 

Remote work doesn’t mean missing out on the fun that comes with being part of a team. We make it a priority to include remote team members in office gatherings, whether that is taking part in the office holiday gift exchange, singing happy birthday over video conference calls, or sharing stories from team outings. The (minimal) additional effort of making these experiences possible is invaluable for promoting a vibrant office culture, wherever the office happens to be. 

Ultimately, remote work is a necessary component of agile businesses that are ready to seize opportunities in today’s fast-moving economy. As business owners are forced to implement remote work due to covid-19, we should see this as a valuable trial instead of a hindrance. Businesses need real-life scenarios to identify the kinks in the system. 

Covid-19 is that test and that's why this moment can be viewed as an opportunity. As more businesses embrace technology as part of the Fourth Industrial Revolution, remote work will become the norm instead of the outlier. This is especially true for a country like the UAE that has implemented future technology platforms across sectors and benefits from the diversity of the population. If there was ever a time to innovate, it’s now. For a young knowledge economy, this moment could make or break the future health of our technology sector.