Right Fit Leading: Telework, Trust, and Performance

My new research effort examines the social and technical factors leaders must address when resorting to telework or other distancing situations created by a crisis such as COVID-19.

I am interested in the tradeoffs that come into play in terms of performance, productivity, attentiveness, and trustworthiness to ensure goal achievement and accountability. Organizations may benefit from a fresh set of rules generated in response to the COVID-19 pandemic, but what about employees? Would the existence of a national strategy address implications for everyday situations that needed attention even before the pandemic? Are there benchmarking discoveries available from companies that have found success? Are the voices and situations of workers being heard or addressed?

These are questions that deserve answers. Finding answers would provide opportunities to improve teleworking for employers and employees alike. Answers could serve to create trust in teleworking and could improve performance, accountability, effectiveness, and efficiency for all involved.

My work examines the need for and existence of a shared understanding where leaders and employees openly discuss the challenges telework presents. The project also asks whether there are impediments or obstacles that organizations could remove or reduce to enable employees to accomplish the same amount of work they are currently doing in the office, but in a shorter duration of time while telecommuting.

I am interested in collecting teleworking experiences both from an employer and an employee point of view. I invite anyone to share thoughts in this space.

Anyone interested in providing in-depth information in this area of inquiry for analysis and discovery can please e-mail me at drbrown.rfc.llc@gmail.com. I am willing to use inputs anonymously or to provide credit as appropriate.

I look forward to the discussions and discovery.