Tips for remote meetings.

The remote video meetings have returned to the daily life of many companies. According to a Gartner study, if meeting frequency increased by 23%, the concentration threshold dropped by 29%. For this reason Glickonan Italian people experience and analytics company dedicated to HR and management, wants to give some advice for remote meetings.

Remote Meeting advice: the 6 challenges to face

Remote meetings are essential in this historical moment. But they can also increase business productivity, allowing you to work remotely as well. However, remote meetings carry with them some challenges and Glickon has some tips on how to deal with them.

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The 6 challenges

  • Meeting overload. Organizing meetings remotely is extremely easy. Sometimes too much: we must not abuse it. The only way to have an effective meeting is to call it only when necessary. One meeting after another risks decreasing attention and decreasing productivity.
  • Low attendance. Distractions are many already in the office or meeting room. At home there are also the courier who rings the doorbell, the children who want attention, the dog who wants to enter the house. So it becomes essential to dedicate the moments of the meetings only to that. But also make sure they are active and dynamic, avoiding that people can get distracted.
  • Absence of a leader. Whoever convenes the meeting must also lead it. Then make introductions if needed, determine who’s speaking and call back on the agenda if he digresses.
  • Lack of a shared method. Rules make every meeting faster and more manageable. It is also important to have rules decided together to define the agendas, manage the schedules and determine new meetings.
  • Inadequate technical tools. Every company should make sure that every employee has the right software and hardware for online meetings.
  • Lack of clarity in outcome. To aid understanding, it would be helpful to conclude by summarizing and assigning homework at the end of the meeting.
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To overcome these challenges, Glickon explains to managers and HR employees that three fundamental tools are needed.

The 3 tools

  • Listen to people. Collect active data by doing short surveys to understand what employees think, trying to encourage feedback as much as possible. Remote communication is complicated: be proactive and ask for opinions.
  • Measure effectiveness. Both in purely communicative terms and in terms of stress, participation, time spent. It is therefore necessary to find metrics relating to the analysis of remote work.
  • Build training courses. Once the data has been collected and measured, it is necessary to put in place behaviors aimed at improving the effectiveness of remote work and the well-being of employees. If necessary, working on technical skills and tools.
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You can access Glickon’s experience in human resources by visiting the company website.

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