Some of the primary concerns people highlighted in The Myers-Briggs Company’s survey were the economy going into a recession, health of family and friends, and the public not following guidance. These stressors can be difficult to address within the limitations of virtual working, where communication can be stilted and a lack of face-to-face interaction makes it harder to check in with colleagues regularly or pick up on physical and verbal cues that someone may not be coping. Presenteeism is also harder to pick up on in a virtual environment, and managers can’t assume that because people are online, they are being productive.
John Hackston, Head of Thought Leadership at The Myers-Briggs Company advises, “The things that concern you will depend on your personal circumstances, the situation that you find yourself in, but also on who you are - your personality. It is essential that both managers and employees have an understanding of how different personality types respond to certain situations, and how best they can thrive in a remote working environment. For example, extraverts should be encouraged to connect with people socially, as well as for meetings and work, like calling people just to say “hi”. Whereas introverted team members may find themselves getting absorbed in their work, so they should be encouraged to move around and take regular breaks.”
“People feel afraid to talk about things like having difficulty concentrating, because they’re already worried for their jobs and don’t want to be seen as ‘slacking’, when they’re not. On the flip side, presenteeism doesn’t necessarily equate to productivity, and the pressure to be ‘always on’ in a virtual environment can have detrimental effects on morale and productivity. The fact that most of us are working remotely, with less easy communication and more room for misunderstanding, makes things worse. This is a natural outcome of the current situation, and organisations in which employees are more aware of their self and others will be more likely to fare well in these challenging times. Recognising this and having the tools to talk to employees about their experience allows managers to understand what stress looks like in different people and how to support them to maintain resilience.”
For more information and resources on how to develop your workforce virtually, click here.
About The Myers-Briggs Company
In our fast-changing world, your edge lies in harnessing 100 percent of your talent – whether you’re at work, home, school, college, or anywhere in between. Your success and sense of fulfilment aren’t just about what you know and what you can do, they hinge on your relationships and interactions with others. The Myers-Briggs Company empowers individuals to be the best versions of themselves by enriching self-awareness and their understanding of others. We help organisations around the world improve teamwork and collaboration, develop inspirational leaders, foster diversity and solve their most complex people challenges. As a certified B Corp (and a registered California Benefit Corporation), The Myers-Briggs Company is a force for good. Our powerfully practical solutions are grounded in a deep understanding of the significant social and technological trends that affect people and organisations. With over 60 years in assessment development and publishing, and over 30 years of consultancy and training expertise, a global network of offices, partners and certified independent consultants in 115 countries, products in 29 languages, and experience working with 88 of the Fortune 100 companies, we’re ready to help you succeed.
Hiwot Wolde-Senbet, Flagship Consulting
Natasha Cobby, Flagship Consulting
Joe Morphet, Flagship Consulting
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The Myers-Briggs Company
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