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Responsibly Transitioning into A Remote Working Economy

It’s been six weeks since the united states began acknowledging the COVID-19. Until recently, establishments were not open to the public.
Despite how it looks or feels, things can work in your favor.
Regardless if you’re still trying to decide whether you want to return to work if your company mandates its employees to return, or you’ve made up your mind to work from home, you can begin preparing yourself for the shift.

The Department of Labor indicated that over 30 million Americans have filed for unemployment claims. That number continues to elevate. If you worked in the service industry, places like restaurants, beauty shops, barbershops, and even retail stores could no longer handle the same customer’s capacity. Which means some workers will not be returning to work in the same position, or perhaps with an equal employer.

Due to the new restraints prohibiting a large number of people in one location, businesses were forced to make adjustments if they want to reopen. Outside of questions or concerns such as “how will they be able to provide a safe work environment for employees to feel comfortable conducting their duties?” There are factors of whether the employee desires to return to the same type of work, or if the employer will decide to remain in the same line of business? There are many decisions and risks for both parties to consider.

Recently, the governor of Michigan quoted, “as an employee, if you deny returning to work, it’s a form of quitting your job, and those choose this option will not be eligible to receive unemployment.”

A pretty bold statement, but for most, it’s a fact. It’s time to lay your cards on the table and decide who’s ultimately in control, and what role are you playing?
You have a role and a responsibility outside of being a breadwinner, or the financial contributor to your household. As an employee, you must decide, “how long will you allow others to reign your life, future, and finances?” As an employer, “how can you accept responsibility for those who depend on you to have their best interest as a leader? Theses questions require thought-provoking actions.

Here are two factors that may provide solutions.

Employers, you are now faced with choosing either shift your practices or shut down. Times have changed, and there are many employees that you will not be able to remain a host for their skills. For those who will stay on your payroll, you can provide them with training to enhance their ability and benefit the company. Arm them with the possibilities of project management skills. Studies show employees trained for project management utilize an entrepreneurial mindset and understand why processes and procedures are the backbones of deliverables. They add higher value to any enterprise and create a capacity for growth.

As a candidate, you must understand the process of deliverables and the value it can add to any establishment. Your value lies in your ability to know how to streamline procedures and outcomes. The more you develop this skill, the more you become an asset and not a liability. Without a versatile career, eventually, your abilities flatline. You begin blending in with everyone else who chose to accept their situations and allow the government to dictate if they will or can succeed. No matter what level of education or training you currently have, if you’re not skilled in working remotely, you become a liability to your employer. Now is the time to take control of your future and decide your next move. Don’t let someone else choose it for you. The more you know, the more you’re worth, which makes you an asset.

Using project methodologies can assist both parties in finding comfort and assurance, knowing flexibility is right around the corner. It just requires to give and take from both sides. Rest assured, training and preparation can make a big difference and provide an opportunistic outcome for your future regardless of your disposition.

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