Methods of assessing

1. Surveys- GBS might carry out surveys to see how satisfied employees are with the remote
working system, the difficulties they encounter, and the help they require. In order to enhance
the system and solve the problems of the staff, the business might also solicit ideas.
2. Interviews- To better understand the employees' experiences, worries, and feedback, the
company's executives and managers may speak with each worker individually. The interviews
might also be utilized to pinpoint the specific difficulties that certain teams or departments are
now experiencing and generate focused solutions.
3. Productivity metrics- To gauge the efficiency of the remote working system, the organization
could monitor staff productivity levels before and after it was implemented. The measures for
productivity may consider things like time management, efficiency, and the calibre of the
output.
4. Feedback system- To encourage staff members to regularly express their ideas and views, GBS
might set up a feedback system, such as suggestion boxes or open forums. The organization may
be able to quickly detect problems and take aggressive action to address them thanks to the
feedback method.
5. Focus groups-The business might set up focus groups with representatives from several teams
to talk about particular problems or difficulties with the remote working system. The focus
groups may produce suggestions and answers that the whole business might use.

Based on managers

Methods of assessing

1. Surveys-The HR team could develop a survey to gather feedback from the managers about their
remote working experiences. The survey could include questions about their concerns,
challenges, successes, and suggestions for improvement. The results could be analyzed to
identify common themes and areas for action.
2. HR policies and guidelines- The HR team could develop policies and guidelines to guide
employees in how to work virtually, including directions on how to manage the 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.
3. Performance measures- The managers might define production, quality, efficiency, and
timeliness metrics for their remote staff. These measures might be used by them to track staff
performance and determine whether target performance levels are being met.
4. Online monitoring tools-Managers may keep an eye on the productivity and work-related
activities of their staff by using online monitoring tools like time tracking software or project
management tools. These tools could make it clear how much time employees spend on certain
activities and whether they are doing them by the deadline.
5. Schedule frequent online meetings and check-ins with your remote colleagues to check on their
progress, talk about any problems or concerns, and offer comments and assistance. These
gatherings might also be used to sustain bonds and promote a spirit of cooperation.
6. E-learning resources- To assist their staff in acquiring new skills, knowledge, and competencies,
managers might offer e-learning resources to them. As recommended by Arshad Ansari, they
may establish learning objectives and tie those objectives to promotions.
GBS might utilize a variety of methods to assess the success of their remote working system, such as
surveys, interviews, and productivity metrics. Surveys are a great way to gain insight into the satisfaction
of employees, the difficulties they are facing, and any ideas they may have to improve the system.
Interviews can be used to gain a deeper understanding of the experiences and worries of employees,
and to identify any specific issues within teams or departments. Productivity metrics can also be used to
measure the efficiency of the remote working system, by comparing the performance of staff before and
after the system was implemented. Time management, efficiency, and the quality of the output can all
be considered in the metrics. 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. Time tracking software, project management tools, and other services can be used to
keep an eye on the productivity and work-related activities of their staff, ensuring that employees are
completing tasks in a timely manner. Moreover, regular online meetings and check-ins can be scheduled
with remote colleagues to check in on their progress, discuss any potential problems or concerns, and
also build relationships and promote a spirit of cooperation. Additionally, managers can make use of e-
learning resources to offer their staff opportunities to acquire new skills, knowledge, and competencies.
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.