A remote workforce begins with a strategy to shift how people do and think about work because of the tradition processes and mindset don't apply anymore. When you embrace a remote workforce model, you are in a stronger position to succeed.
Stop thinking about talent as either internal or external. Embrace all talent equally for the skills and capabilities they can contribute.
Don’t think of the roles needed to get work done, think of the skills needed. View talent (employees and contingent) as modular experts who move in and out of project teams for as long as their skills are required.
Don’t reach for independent talent just to plug a hole. Think of placing talent to perform work that makes the highest business sense.
Use cloud-based platforms to create a central information hub, security tools to maintain data protection, and communication tools that support synchronous and asynchronous communication.
Keep communication tools simple instead of overloading people with too many ways to share information. Set a cadence for team and one-on-one communications so people feel involved, receive regular project updates, and have a chance to be heard.
Set expectations for output and reinforce them often. Focus on results, not how, when, where they do it. This maintains accountability while entrusting people to get things done on their own terms, which is especially important during these uncertain times.