Remote Work Resources for Managers/Supervisors and Employees
For specific information regarding ISU’s remote work procedures and FAQs during the COVID-19 situation, please visit https://www.isu.edu/coronavirus/employees/.
Managers and supervisors are encouraged to use creativity in identifying work-related tasks that can be done remotely. Some ideas to consider include:
- Online or home-based training and professional development. ISU HR is currently working to add more than 1500+ online learning modules for faculty and staff. For information about searching, accessing and launching any of ISU’s free online learning modules, visit: https://www.isu.edu/hr/employee-tools/training/
- Projects or document-based work the team has always wanted time to work on (i.e. documenting processes and procedures, revising a currently less-than-efficient process, creating documents/communications/training for the campus community, organizing files in BOX, etc.)
- What additional tasks might be needed to support the team who has recently moved to remote work (scheduling, online meeting coordination, online document collaboration, etc.)? Is there a team member that can take on these tasks?
- Self-led research-based projects related to your department/college. This might be a good time to do web-based research regarding trends in your discipline, and review industry best practices through professional organizations or connecting with other institutions.
- Task support needed in other areas/teams - who in your division/college is buried with increased tasks and could use some help?
Additionally, team leaders and managers can use the following guidelines to help support the mental wellness of their team members (provided by the United Nations Office for the Coordination of Humanitarian Affairs (OCHA)):
- Regularly and supportively monitor your staff for their wellbeing and foster an environment which promotes staff speaking with you if their mental wellbeing worsens.
- Ensure good quality communication and accurate information updates are provided to all staff. This can help to mitigate any worry about uncertainty that workers have and helps workers to feel a sense of control.
- Consider if there is any capacity to ensure your staff get the rest and recuperation they need. Rest is important for physical and mental wellbeing and this time will allow workers to implement their necessary self-care activities.
- Provide a brief and regular forum to allow workers to express their concerns and ask questions and encourage peer-support amongst colleagues. Without breaking confidentiality, pay particular attention to any staff who you may be aware are experiencing difficulties in their personal life, previously experiencing poor mental health or who are lacking in social support (possibly due to community ostracization).
- Training in Psychological First Aid (PFA) can benefit leads/managers and workers in having the skills to provide the necessary support to colleagues. To access training at no cost in PFA, please visit https://learn.nctsn.org/enrol/index.php?id=38
- Facilitate access to, and ensure staff are aware of where they can access mental health and psychosocial support services, including our Employee Assistance Program (EAP). The EAP may be reached at 877-427-2327 or via the EAP Website: https://ogi.idaho.gov/counseling/
- Managers and team leads will face similar stressors as their staff, and potentially additional pressure in the level of responsibility of their role. It is important that the above provisions and strategies are in place for both workers and managers, and that managers are able to role-model self-care strategies to mitigate stress.
- ISU Remote Work Planning Guide - the purpose of this document is to aid/facilitate a conversation between an employee and supervisor about what tasks/projects can be completed at home, (along with identifying technology needs). This form does NOT need to be submitted to HR. It is merely a template for your review and consideration.
- ISU Department Remote Work Plan - This template is not intended as a necessary tool for every supervisor. This template has been designed for the Department Head in mind as you communicate with your respective VP on the staffing plans and/or remote work plans for your respective department/unit, if needed.
- COVID-19 Has My Teams Working Remotely: A Guide for Leaders
- How to Manage the Loneliness and Isolation of Remote Workers
- 4 Tips for Transitioning Your Teams to Remote Work
- Enabling Productive Remote Work: Expert Tips for Staying Connected and Engaged
For many employees, this change to remote work is a significant adjustment. Through this transition, it is important employees, supervisors and teams maintain (and even increase) communication. We encourage you to talk with your supervisor frequently regarding:
- Expectations regarding work hours, communication methods, etc.
- Priorities for your work tasks - what do you plan to work on during a given day/week?
- Your ideas about tasks you can complete remotely - think creatively!
- Training and professional development opportunities to leverage during this time
- Your technology needs
- Your overall wellbeing - and what support you need from them
- 5 Tips for Staying Productive and Mentally Healthy While Working From Home
- 8 Tips to Make Working From Home Work For You
- How to be Productive Working From Home as a Parent
- How to Stay Connected With Your Colleagues Remotely While Working From Home
- Hacks to Stay Productive, Motivated and Connected When Working From Home