“It’s about having the culture and management to motivate employees, but it’s also about having flexibility,” says Tamer. “You have to understand that while you’re on a conference call, someone may come to the door, or the kids might be at home and need supervision or schooling. Firms need to understand that as long as work is getting done and the metrics are being met, there should be flexibility for life to happen.”
Thus far, Bailey says that Moneta has been successful at doing just that.
“As a team, we understand that everyone has their days, and a lot of people are still trying to get into what our new routines look like,” she says. “We have two people on my team who work and have kids at home, and spouses who work. They are planning around each other and their family. As a team you make do—we know that one colleague might need to take a morning shift while they take care of their kids so their spouse can work in the afternoon, and we cover each other where we can. None of us can do this by ourselves.”
Because of that, Tamer says the firms working with him and his team have not had to cut staff or hours yet.
At the very least, the experience of lockdowns and quarantines will change how many firms operate moving forward. While working remotely might not become the norm, it might become more normalized, Tamer says.