The COVID-19 pandemic forced organisations worldwide to rethink their operations.
While many foundations didn’t halt their mission to change lives, their grantmaking practices were notably impacted by the pandemic and many across the globe pivoted to remote operations.
Now, it appears that move is here to stay for many. The Technology Association of Grantmakers’ survey on the 2022 State of Philanthropy Tech lends credence to this notion— 77% of its respondents plan to adopt a hybrid or remote workplace model for 2023 and beyond.
According to the survey, corporate foundations are most likely to make the switch, as indicated by 100% of them. And, 63% of small private foundations and small community foundations (those having less than $25 million in assets) are keen on a fully remote work model.
Hybrid or remote work boasts multiple benefits including greater productivity, improved work-life balance, flexibility and burnout reduction.
Many foundations saw first-hand: remote operations can mean effective cost savings–and that means more of your budget can go toward the important work at hand.
Below are pointers on how grantmakers can effortlessly pivot to or stay remote.
1. Reflect and strategise
It’s possible that the concept of a hybrid or remote working model is entirely new to your foundation. To go remote effectively, it’s essential to assess your organisation’s current operating system. This will uncover what needs to be changed and how in order to make a successful shift.
Quite frankly, every aspect of your funding organisation’s process will need to be adjusted in some way. However, the areas that will be impacted the most include communication, collaboration, project management and performance assessment.
Proper planning makes the move much easier. And if you’ve been working remotely for awhile now, it’s a good time to reflect on what’s worked and what hasn’t and adjust accordingly.
2. Have policies and champion flexibility
For your foundation to effectively implement a hybrid or remote working model, there should be rules regarding how it will operate. These regulations will guarantee that the entire team is in sync and also serve as a touchstone in case questions regarding the new model arise. Additionally, the policies will ensure accountability.
The policies should be detailed and uphold equity in every possible form.
Rigidity is antithetical to the essence of a hybrid or remote workplace. Flexibility is the way forward and your focus should be on getting work done. Instead of managing hours, manage performance. Recognise that different projects demand different paces; make the objectives of each task clear and regularly check in on the deliverables.
This will boost employee performance as they will accomplish more during their most productive hours.
3. Embrace technology
Without technology, hybrid or remote work aspirations are as good as a mere mirage. Shifting to the work-from-home model requires the use of software and systems that streamline the organisation’s processes. Technology saves time, eliminates human error and enhances transparency.
Thankfully, the adoption of technology is a prominent post-pandemic grantmaking trend. For instance, 76% of the respondents to the 2022 survey of grantmaking organisations say they’ve adopted collaboration tools to support the shift.
Such software is usually for communication, documentation, collaboration, grant program management, video conferencing, project management and marketing.
Just as important, it’s imperative to adequately train your team to use the tools. Your employees shouldn’t struggle to find out how to use the platforms. Expand their knowledge base via webinars or training sessions, host digital office hours or subscribe to digital learning tools. These methods have proved successful in educating the employees of at least 64% of the TAG survey.
4. Prioritise security
The post-pandemic grantmaking trend of switching to a hybrid or entirely remote working model amplifies certain concerns. Since technology – in the form of a variety of software – is necessary to make it a reality, cybersecurity risks are a part of the equation.
It behoves you to implement the necessary practices to protect your funding organisation and its valuable data.
Some of these practices include:
- Ensuring that your team has professional email accounts which can be used to assess the organisation’s tools
- Creating complex password requirements
- Prohibiting employees from using public WiFi on work devices
- Assigning encrypted devices to employees as much as possible
- Using secure cloud-based services to protect data
- Providing a secure VPN and ensuring that your employees sign into it as necessary
- Using only USB devices cleared by your organisation’s IT department
This will help ensure that going remote does not expose your charitable organisation to nefarious forces.
5. Emphasise proper communication
Making the change to hybrid or remote work has implications for organisational culture. For one, the elements of in-person interaction are bound to erode if the necessary steps aren’t taken.
Communication is key in all relationships. For a grantmaking organisation to efficiently implement remote work, the communication must be top-notch.
Set strong guidelines and etiquette around communication. Decide on the best communication channels, the availability of the various employees and how soon each person is expected to reply to a message.
Find out how the various team members prefer to communicate and conduct periodic checks to be sure that everyone is satisfied with the mode of operation.
Proper communication keeps the entire team in the loop and fosters a sense of connectivity that can easily get lost in remote work.
6. Be supportive
Regardless of its innumerable benefits, a potential downside of a fully remote work model is isolation. According to a Gallup poll, in 2020 and 2021, those who worked 100% remotely reported a greater extent of loneliness. Loneliness can cripple productivity and impede job satisfaction.
Support your team’s mental wellness and demonstrate your care by finding fun ways to interact.
Check in with them randomly to have conversations about any issues they’re comfortable discussing. Celebrate special occasions such as birthdays and don’t forget about the important of recognition for a job well done.
Incorporate virtual or occasional in-person happy hours. Activities of this nature are sure to lighten the team’s mood and preserve the feeling of companionship.
Hybrid or remote working can be a game changer for your grantmaking organisation. Implement these tips above to continue to successfully reap the benefits of a remote workplace.
