Homeoffice wegen Coronavirus? 9 Tipps für das Führen von Mitarbeitern, die von zu Hause arbeiten

Stehst du wie Tausende Manager aktuell vor der Herausforderung, deine Mitarbeiter ins Homeoffice entsenden zu müssen, um die weitere Ausbreitung des Coronavirus einzudämmen? Hier findest du meine Top 9 Tipps zur Führung von Mitarbeitern, die von zu Hause aus arbeiten.

Während es für zahlreiche Mitarbeiter seit langem zum Alltag gehört, ab und zu vom Homeoffice aus zu arbeiten, muss sich das Team nun darauf einstellen, auf längere Zeit nur über Chat, Telefon und Videokonferenz zu kommunizieren.

Coronavirus: die Ablenkungen im Homeoffice sind eine Gefahr fuer die Produktivitaet. Foto: freepik - de.freepik.com
Homeoffice: irgendwas lenkt immer ab. Foto von freepik – de.freepik.com

Klingt nach einer herausfordernden Aufgabe für Führungskräfte?

Ist es!

Ich selbst habe jahrelang Teams geführt, von denen einzelne Mitarbeiter ständig vom Homeoffice aus arbeiteten, in anderen Städten oder sogar auf anderen Kontinenten lebten.

Da man die Mitarbeiter, die im Homeoffice arbeiten, nicht ständig vor der Nase hat, kann man als Manager kaum einschätzen, wie sie gerade drauf sind.

Homeoffice-Checkliste

In den letzten Wochen habe ich Unternehmen beraten, die von jetzt auf gleich ins Homeoffice wechseln mussten. Dabei habe ich eine Homeoffice-Checkliste erstellt, die in 14 Punkten alles aufgreift, was Manager aktuell bedenken müssen: von Homeoffice-Regeln über effektive Video-Meetings bis hin zu Informationsfluss und Teamgefühl stärken. Die Checkliste „Homeoffice wegen Coronavirus“ kannst du hier herunterladen.

Herausforderungen für Mitarbeiter im Homeoffice

Während meiner Recherche im letzten Jahr zum Thema Homeoffice wurden von Mitarbeitern folgende Punkte als größte Herausforderungen im Homeoffice angesehen:

  • Anerkennung für die Arbeit zu erhalten
  • Mangelnder Kontakt zu Kollegen
  • Das Gefühl, nicht dazu zu gehören
  • Informationen kommen nicht bei jedem Kollegen an
  • Die Trennung Arbeit-Freizeit fällt schwer
  • Die Ablenkungen zu Hause bringen die Produktivität in Gefahr

Die Details kannst du im Artikel Homeoffice: Pro und Contra aus Sicht der Mitarbeiter nachlesen.

So förderst du Motivation und Leistungsbereitschaft

Für die Motivation und Leistungsbereitschaft deiner Mitarbeiter sind – egal, ob sie vor Ort oder im Homeoffice arbeiten – diese drei Faktoren entscheidend:

  • Fühlt sich der Mitarbeiter für seine Leistungen gesehen und geschätzt?
  • Fühlt sich der Mitarbeiter vom Team und der Führungskraft unterstützt?
  • Fühlt sich der Miarbeiter im Team willkommen?

Um die Motivation über die Entfernung hinweg aufrecht zu erhalten, solltest du als Manager unbedingt Signale senden, die dem Mitarbeiter auch an seinem Arbeitsplatz zu Hause zeigen, dass er geschätzt und willkommen ist sowie vollste Unterstützung erfährt.

Wie du das schaffst und zusätzlich den Herausforderungen des Homeoffice begegnest, erfährst du in meinen Tipps für die Führung von Mitarbeitern, die von zu Hause aus arbeiten:

Homeoffice wegen Coronavirus – Tipp Nr. 1: Check-In zu Beginn des Arbeitstages 

Etabliert einen Gruppenchat in Skype, Slack oder einem ähnlichen Chattool.

Nutzt den Chat für Smalltalk, der auch im Büro „anfallen“ würde:

  • sagt Guten Morgen
  • fragt, wie es den anderen geht
  • meldet euch zur Mittagspause ab
  • teilt mit, dass ihr jetzt Feierabend macht
Jeder Kollege, der wegen Corona im Homeoffice ist, schreibt eine kurze Notiz an alle, dass er jetzt beginnt zu arbeiten und erreichbar ist. Foto: rawpixel.com – de.freepik.com

Es ist hilfreich, wenn der Manager mit gutem Beispiel vorangeht, kurz alle begrüßt, sobald er online ist und tagsüber sein Team wissen lässt, dass er jetzt zum Mittagessen geht oder nicht erreichbar ist – Dinge eben, die man im Büro einfach so mitbekommen würde.

Ein fröhliches „Guten Morgeeeeeennnn“ zu lesen und zu bemerken, dass es von den Kollegen registriert wird, dass man begonnen hat zu arbeiten, stillt das Kontaktbedürfnis, unterstützt das Wir-Gefühl und hilft der Produktivität.

Homeoffice wegen Coronavirus -Tipp Nr. 2: Daily Standup

Ich habe sehr gute Erfahrungen mit Daily Standups über Videochat gemacht.

Das Standup ist eine Methode aus dem Scrum, dessen Ziel ein schnelles Update für das gesamte Team ist.

Jeder beantwortet kurz dieselben 3 Fragen:

  1. Woran habe ich gestern gearbeitet?
  2. Welche Hindernisse gab es?
  3. Woran werde ich heute arbeiten?

Der Manager oder ein Moderator achtet darauf, dass keine inhaltlichen Diskussionen aufkommen, sondern ausschließlich diese 3 Fragen behandelt werden.

So bleibt das Standup sehr kurz und behält seinen Update-Charakter.

Sollte es Redebedarf geben, einigen sich die Kollegen, die es betrifft, auf einen Gesprächstermin.

Das Standup ist sehr gut geeignet, um den Mitarbeitern, die wegen des Coronavirus im Homeoffice arbeiten, einmal täglich eine Dosis Teamgefühl zu geben.

Zusätzlich wird der Informationsfluss aufrecht erhalten.

Je nach Arbeitskontext ist das Standup auch nur 1 – 2x pro Woche denkbar. 

Homeoffice wegen Coronavirus – Tipp Nr. 3: Der „5 Minuten Smalltalk“-Termin

Einige meine Mitarbeiter profitierten von täglichen kurzen Telefongesprächen. Egal, ob es etwas zu besprechen gab oder nicht – ich rief nach dem Mittag jeden meiner Mitarbeiter im Homeoffice an und fragte kurz, wie es ihm geht und ob es etwas gibt, wobei er sich Unterstützung wünscht oder das er loswerden möchte. 

Für dieses Gespräch hatten wir einen festen Termin vereinbart, beispielsweise jeden Tag nach der Mittagspause.

Nimm dir die Zeit für ein 5 Minuten-Telefonat mit deinen Mitarbeitern im Homeoffice.
Nimm dir die Zeit für ein 5 Minuten-Telefonat mit deinen Mitarbeitern im Homeoffice. Foto: freepik – de.freepik.com

Das Gespräch dient der Beziehungspflege zwischen dem Manager und Mitarbeitern, mit denen er andernfalls keinen regelmäßigen Kontakt hätte.

Homeoffice wegen Coronavirus – Tipp Nummer 4: Regelmäßige 1:1 Termine mit jedem Mitarbeiter

1:1-Termine mit jedem Mitarbeiter sind nicht nur im Homeoffice das Führungsinstrument Nummer 1.

Gerade für Mitarbeiter, die wegen des Coronavirus vom Homeoffice aus arbeiten, sind diese regelmäßigen, planbaren Gespräche mit dem Manager essentiell.

Frage gerade zu Beginn der Homeoffice-Phase immer wieder nach, wie es dem Mitarbeiter mit der neuen Situation geht, ob er alle Informationen erhält und sich noch als Teil des Teams fühlt.

Homeoffice wegen Coronavirus – Tipp Nr. 5: Feste Erreichbarkeiten

Teams, deren Mitglieder wegen des Coronavirus vom Homeoffice aus arbeiten, profitieren von Kernarbeitszeiten, zu denen alle online und erreichbar sein MÜSSEN, um Fragen zu beantworten oder für Besprechungen zur Verfügung zu stehen.

Wie man Besprechungen auch über Telefon oder Videokonferenz effektiv abhält, habe ich im Artikel In 8 Schritten zu produktiven Meetings beschrieben.

Für die Arbeit mit Freelancern empfehle ich, tägliche Erreichbarkeiten abzusprechen.

Mich hat es ungemein beruhigt zu wissen, dass ich meine freien Mitarbeiter jeden Tag zwischen 13 und 14 Uhr erreichen könnte, wenn ich ein dringendes Anliegen hätte.

Sollte diese Erreichbarkeit einmal nicht eingehalten werden können, habe ich um eine kurze Information mit Alternativen gebeten.

Homeoffice wegen Coronavirus – Tipp Nr. 6: Antwortzeit für E-Mails festlegen

2018 habe ich für Unternehmen als Freelancerin im HR-Bereich gearbeitet.

Mittwochs war ich vor Ort, die anderen Tage arbeitete ich vom Homeoffice aus. 

Wenn ich dem Team E-Mails mit Arbeitsergebnissen oder Aufforderungen oder der Bitte um Feedback schickte, bekam ich oft das Gefühl, ich rufe in einen dichten Wald hinein und höre nur mich selbst. 

Ich fühlte mich ignoriert.

Durch das ausbleibende Feedback entstand bei mir der Eindruck, meine Arbeit sei nicht wichtig. 

Sonst würde ja schließlich jemand antworten, oder? 

Wenn man von zu Hause aus arbeitet und niemand auf E-Mails reagiert, fühlt man sich schnell abgeschnitten.

Da niemand vor Ort ist, der Beziehungssignale sendet, die das wieder auffangen könnten, besteht die Gefahr, dass die Motivation sinkt.

Ausführlich habe ich dies im Artikel Homeoffice aus Sicht der der Mitarbeiter unter Punkt 2.3 beschrieben.

Deshalb kommuniziere deinen Mitarbeitern, die wegen des Coronavirus im Homeoffice arbeiten, deine Erwartungen bezüglich der Antwortzeit. 

Für meinen Geschmack sollte spätestens innerhalb von 24 Stunden eine Reaktion erfolgen. 

Kann die Mail noch nicht abschließend beantwortet werden, bringt eine Reaktion im Sinne von „hab die Mail gesehen, ich kümmere bis Deadline darum“ Klarheit. 

Habe ich ein dringendes Anliegen, das ich aus nicht per Telefon oder Chat klären kann, hilft ein {WICHTIG} oder {DRINGEND} im Betreff.

Auch der Absender von E-Mails, die eigentlich keine Antwort erfordern, freut sich über ein „danke“.

Denke daran, dass im Homeoffice keine Beziehungssignale wie Blickkontakt, Lächeln, Smalltalk erfolgen. Deshalb nutze als Manager jede Möglichkeit zur Interaktion, um deinem Mitarbeiter zu zeigen, dass du registrierst, was er leistet.

Homeoffice wegen Coronavirus – Tipp Nr. 7: Teammeetings sind wichtig

Bring deine Mitarbeiter, die vom Homeoffice aus arbeiten, regelmäßig in Videokonferenzen zusammen, um das Teamgefühl zu stärken. Lass sie Probleme besprechen, Geschafftes zeigen und ihre Erfolge feiern.

Homeoffice wegen Coronavirus – Tipp Nr. 8: Legt Homeoffice- Regeln fest

Du reduzierst Unsicherheit auf beiden Seiten, wenn du deinen Mitarbeitern, die wegen Corona zu Hause arbeiten, zu Beginn der Homeoffice-Phase klarstellst, wie du dir die Arbeit vom Homeoffice aus vorstellst:

  • Welche Kommunikationskanäle verwendet ihr (nur, wenn es sich dabei um Neuerungen handelt)
  • Welchen Einfluss hat Homeoffice auf die Arbeitsbeginn, Arbeitszeit und Pausengestaltung
  • Welche fixen Termine gibt es, zu denen die Anwesenheit erwartet wird (Check-In, Standup, Teammeeting, 1:1s)
  • Antwortzeiten für E-Mails
  • Erreichbarkeit während der Homeoffice-Zeit

Homeoffice wegen Coronavirus – Tipp Nr. 9: Kommunikation ist das A und O

Manager, die mit größeren virtuellen Teams arbeiten, profitieren davon, einem Mitarbeiter oder der Teamassistenz die Verantwortlichkeit für die Kommunikation zu übertragen.

Die Kommunikation nimmt in virtuellen Teams einen erheblichen Teil der Arbeitszeit in Anspruch, den Manager oft weder erwarten noch aufbringen können.

Diese Person bekommt folgende Verantwortlichkeiten:

  • Dokumentationen der Kernprozesse und FAQ rund um die Arbeit, so dass die Antworten auf häufig gestellte Fragen nachgelesen werden können. Dies vermeidet langwierige Informationssuche, wenn der richtige Ansprechpartner nicht erreichbar ist.
  • Alle Kollegen an Meetings, Entscheidungen und ToDos zu erinnern
  • In Meetings abwesende Mitarbeiter zu informieren
  • Kommunikationslücken aufzuspüren
  • Als Ansprechpartner für Kommunikationsprobleme zu fungieren
  • Die Umsetzung der Regeln

Tipp: die Dokumentation grundlegender Themen ist oft auch eine prima Aufgabe für Praktikanten.

Zu Beginn wird es eine Weile dauern, bis sich alle Mitarbeiter im Homeoffice an Antwortzeiten und Erreichbarkeiten gewöhnt haben.

Es wird nicht sofort perfekt laufen.

Gib allen Mitarbeitern Zeit für die Umstellung.

Sei aber konsequent, wenn es um die Einhaltung der Regeln geht.

Was du hier am Anfang versäumst, kannst du später umso schwerer nachholen.

Viel Erfolg und bleib gesund!

Wie schon erwähnt – ich habe viele Jahre Erfahrung in der Führung virtueller Teams. Wenn du Fragen rund um das Arbeiten mit virtuellen Teams hast, melde dich gern!

Lade dir unbedingt meine Homeoffice-Checkliste herunter! In 14 Punkten greife ich alles auf, was Manager aktuell bedenken müssen: von Homeoffice-Regeln über effektive Video-Meetings bis hin zu Informationsfluss und Teamgefühl stärken. Die Checkliste „Homeoffice wegen Coronavirus“ kannst du hier herunterladen.

Foto Janett Dudda
Hi, ich bin Janett.

Ich bin Psychologin, Psychotherapeutin und Chef-Flüsterin.

13 Jahre lang war ich selbst Führungskraft, sowohl im Startup als auch im 100 Mio €-Business. Während dieser Zeit habe dabei allerhand getestet, gelernt, wieder verworfen und optimiert.

In meinen Coachings gebe ich nun genau das weiter: ich unterstütze Gründer und Unternehmer auf ihrem Weg vom Freund zum Chef und helfe ihnen, effektiv und harmonisch mit ihren Teams zu arbeiten.

Gern helfe ich auch dir! Nimm Kontakt auf: jd@janettdudda.de

Herzlichst, deine Janett

Willst du wissen, wie ich meine Teams geführt habe, ohne unsere freundschaftliche Atmosphäre zu gefährden?

Hol dir meine kostenlose Checkliste

VOM FREUND ZUM CHEF IN 5 SCHRITTEN

und lerne, wie du auf Augenhöhe führst, ohne ein autoritärer Spießer zu sein.

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