GBS could use a range of techniques, including surveys, interviews, and productivity indicators, to

evaluate the effectiveness of their remote working system. Surveys are a wonderful method to see how
satisfied employees are with the system, what challenges they are encountering, and whether they have
any suggestions for improvements. Interviews may be used to learn more about the concerns and
experiences of employees as well as to pinpoint any particular problems within teams or departments.
By evaluating staff performance before to and following the implementation of the system, productivity
measures may also be used to assess the effectiveness of the remote working system. Metrics can take
time management, effectiveness, and output quality into account. By gathering data through these
various methods, GBS can effectively assess their remote working system and make improvements as
necessary. GBS may also consider setting up a feedback system to encourage staff engagement and
growth. This could be in the form of suggestion boxes or open forums, which would help to quickly
detect any problems and take aggressive action to address them. Furthermore, focus groups could be set
up with representatives from different departments to discuss any difficulties with the remote working
system. These focus groups could provide valuable insight and solutions that the whole business can use.
By implementing these methods, GBS will be able to foster a strong and supportive working culture, with
employees feeling valued and listened to. This will be beneficial for the organization as a whole, as staff
morale and productivity should increase.

The HR team could take steps to ensure successful remote working for managers and their teams.
Surveys could be developed to gather feedback from managers about their remote working experiences
and any issues they are facing. Questions could be asked about their concerns, challenges, and
successes, and the team could analyze the results to identify common themes and areas for
improvement. Additionally, HR policies and guidelines could be developed to guide employees in how to
work virtually, including directions on how to manage their home environment during office meetings.
These policies and guidelines could be communicated to the managers and their teams to ensure
consistency and clarity in remote working expectations. Finally, the managers might define performance
measures including production, quality, efficiency, and timeliness metrics for their remote staff, which
could be used to track and monitor their performance. This would help to ensure that target
performance levels are being met. For managers of remote teams, online monitoring tools can be
particularly useful. To monitor employee productivity and work-related activities and make sure that
assignments are being completed on time, employers can utilize time tracking software, project
management tools, and other services. Additionally, regular online meetings and check-ins with distant
coworkers can be planned to keep tabs on their progress, and talk about any possible issues or worries,
as well as to foster partnerships and a culture of collaboration. Managers may also give their team access
to e-learning tools so they can develop new competencies, abilities, and knowledge. As Arshad Ansari
suggests, managers can link learning objectives to promotions to further motivate their staff. Overall,
with the use of online monitoring tools, regular check-ins, and e-learning resources, managers can
ensure that their remote teams are productive and engaged.