CPA_Practice_Advisor_April_2020 - 7

Following are tips to help you
manage your staff in this new
environment.

MANAGING A REMOTE
STAFF
Transitioning to a full-time virtual
workforce can be a challenge.
Managing a remote team requires
a unique balance of empathy and
guidance. Here are ideas to keep in
mind.
* Recognize technology is a boon but
not a panacea. We are fortunate that
technology can facilitate remote
work; otherwise, telecommuting
wouldn't be an option. The first order
of business for most companies
now is how to deal with an entire
workforce that is suddenly required
to work remotely, including many
e mploye e s u nacc u st ome d t o
telecommuting. No matter which
tools they use, everyone on your
team needs to be on the same page
about how these systems work, why
they're being used and who can fix
them if troubles are encountered.
* Be an authentic leader. It's up to
the leaders of every business to
serve as the glue that holds their
team together during these stressful
times. It's more essential now than
ever as so much of the workforce
is dispersed. Your team needs a
guiding light and looks to you for
counsel and calm.
* Communicate effectively and
often. Set up regular calls with your
employees to offer company information and share project updates.
Consider conducting conference
calls that feature video as well as
audio. It can be therapeutic for team
members to see each other, even
though they are physically far apart.
* Appoint clear project managers.
Pr ior it izing and repr ior it izing
proje c t s w i l l help you r tea m
move smoothly and confidently
through the foreseeable future.
With everyone in the department
working remotely, communicate

who the project managers are for
each task and initiative. A lack of
collaboration can cause people to
feel lost, disconnected and isolated
and lead subgroups to run off in
their own directions.
* Apply the human touch liberally.
A leader's role in holding the group
together also extends to people's
personal, human needs. We are all
challenged during this time to ward
off the low spirits isolation can bring.
The opportunity to interact, even
virtually, with other people every
day can bring a sense of normalcy to
a very stressful time.Quick check-in
calls about non-work matters on
a reg ular basis are something
staff may look forward to. How
are people handling the situation?
How successful are they at keeping
distractions and interruptions that
are such a part of home life to a
minimum? How are they grocery
shopping? Movie recommendations?
Connect on work, definitely, but also
prioritize connecting on personal
needs and experiences.
* Offer flexibility generously. This is
not a time for clock-punching and
cookie-cutter rules. Recognize that
everyone's situation is different.
Some employees may live alone.
Some may be having to keep kids
entertained now that they are out
of school all day. Some might be
caring for someone who is ill. Let
them know you understand their
need for flexibility.

HIRING REMOTELY
For those companies who are looking to staff accounting and finance
roles amid this crisis, here are
virtual interviewing and onboarding tips.
* Tap multiple resources for help
in your search. When you need
to hire, job boards are a start but
often are not targeted enough
to bring in the best fit. Contact
former employees who were great
performers - those you know are

It's a new world we
have to adapt to for
the time being.
capable of successfully working
off-site. Those employed elsewhere
might entertain a generous offer.
Also ask your employees if they
know anyone who would be a good
addition to the team. If you enlist the
help of a staffing firm specializing
in placing accounting and finance
workers, their professionals will
have a database of candidates who
have been pre-vetted.
* Know how to conduct a remote
int er v iew. Not on ly w i ll new
employees have to work from
home init ially, but you' ll also
have to interview them virtually.
First, make sure you know how to
work your teleconferencing app.
Ideally, it should be video- as well
as audio-capable, which will allow
you to better build rapport with
interviewees and more accurately
assess candidates' nontechnical
skills and potential fit with your
company culture.
* Evaluate apt it ude for remote
work. In addition to discussing
the accounting or finance position
it self w it h t he appl ica nt a nd
assessing their experience during
the interview, include questions
about skills that are common to
successful virtual workers. They
should be reasonably tech savvy,
used to taking the initiative on
projects, good problem solvers and
expert communicators.
* Onboard virtually. Invite new hires
to a video conference with your
current employees and ask each
team member to briefly describe
their role in the group. Working
remotely can be isolating, especially
for people just joining the team, so
consider pairing each new hire with
a staff member who can help them

APRIL 2020 ■

through their first weeks on the job.
The arrangement should be more
mentorship-like than a substitute
for formal on-the-job training. Also
let new employees know you are
available to address any questions
or concerns they may have.
* Consider temporary professionals.
For skills that are not needed yearround or for short-term projects and
activity spikes, interim professionals
who can work remotely can provide
a valuable supplement to your
department. They can keep projects
moving and provide stopgap relief
and a morale boost to a team that
has been thinned by colleagues out
ill or unable to work from home.

ADDRESSING YOUR NEEDS
Recognize and accept that, as a
manager, you are dealing with
much of the same uncertainties
and stressors as your employees.
While you need to dedicate time
and resources to support your staff,
you must do the same for yourself.
Take breaks from work. Spend time
focusing on your family and friends.
Do activities that help you de-stress.
Enhancing your wellbeing will also
make you a better manager for your
team.
It's a new world we have to adapt
to for the time being. Recruitment
will look different for businesses
hiring people into positions that
are remote from Day One. These
suggestions can help you provide
support for your staff and add talent to ensure your accounting and
finance team can help the business
through these uncertain times. ■
Paul McDonald is senior executive director at Robert Half, the world's first and
largest specialized staffing firm. He writes
and speaks frequently on hiring, workplace and career-management topics. Over
the course of 35 years in the recruiting
field, McDonald has advised thousands of
company leaders and job seekers on how
to hire and get hired.

www.CPAPracticeAdvisor.com

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