Since the first confirmation of the coronavirus in Kenya, on Friday 13th March 2020, the country has joined the increasing number of territories that have been affected by this global pandemic, and the changes that emanated from it. One of those changes included transitioning from office to home office.
To curb the spread of the virus, the Government ordered a cessation of movement for an initial containment period of 21 days from 7pm to 5am, which has today, been extended for an additional 21days. This continues to redefine the meaning of work as we traditionally know it as, and the impact this method of work has on businesses. 
Working from home means different things to different people. While an introvert feels comfortable working alone, extroverts find it more challenging and ambiverts switch between both. Organizations should not employ a one-size-fits-all approach policy to manage change.
Effective communication in the workplace is important as you continue to provide your staff with the technical support needed to effectively work from home. These supports vary from industry to industry and include among others: ecosystem management and structure of the new modus operandi.
Introverts love to work remotely. 
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They gain their energy from working alone or in groups with a limited number of people. They are strategic, plan their days and activities in advance, to be effective. Introverts love to communicate remotely because they control the space they are into. There is no body language requirement or any need to manage people’s expectations. Introverts will happily participate in calls without uttering a word if they don’t feel that their input is necessary, or delegate if their presence is not important.
Plan, plan, plan. If your staff are introverts, ensure that sufficient time is provided to delegate and KPIs are provided to manage expectations. Introverts do not like being called into last minute meetings or being pressurised into finishing unexpected tasks.  Be as clear as possible when delegating. Give them private time- remember introverts perform best when they work on their own terms. Set a deadline and give them their space to work. Use emails to communicate rather than calls. Appreciate and praise them quietly.
Extroverts, on the other hand, can work remotely but must constantly interact with others, through calls and videos.
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Working remotely requires a lot of self-motivation for extroverts. They gain their energy from being around people and their best ideas come from unplanned conversations/meetings. An extrovert works better within a structure: he must set a designated workplace, dress as if he was going to work, and must have a to-do list to be on track and be effective. Employers must ensure that expectations are set and followed regularly. Extroverts will be present in all video and call meetings and make sure that their voices are heard and inputs shared. 
If your staff are extroverts, provide structures and deadline for completion of tasks. Encourage routine to help them remain creative.  Delegate and assign leadership roles to help them communicate and connect with others. Assign challenging tasks to stimulate their minds. Introduce happy hours to communicate with them. Happy hours are social chit chat spent understanding what your staff are going through, how they manage the situation, find out they fears, pray with them, share global and local information about the pandemic to make sure they are up to date and ready to tackle whatever may come their way. Appreciate and praise them loudly.
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For the longest time, introverts and extroverts have been the two terms used to define personality traits. However, researches have evolved, changed the narrative, and illustrated that personally traits are part of a continuum. Ambiverts are people who cannot identify themselves as introverts or extroverts, as they have both traits. They can work alone and in a group. They can be quiet and highly social.  The greatest skill of an ambivert is her flexibility.
Employers must also consider other factors such as how staff gather information (sensing vs intuitive) and how they make decision (thinking vs feeling), when managing remote employees. While a sensing person tends to be pragmatic, hands on, mentally in the present and likes to take things step by step, an Intuitive person is imaginative, creative,  future focused and takes a leap into future opportunities. When it comes to making decisions, a thinking oriented person makes decision from the head, is data driven, analytical and objective. A feeling oriented individual, on the other hand, makes decision from the heart, is emotionally driven, focused and subjective. 
People with different psychological characteristics work differently and are more vulnerable than others to work from home. Understanding and appreciating those differences help facilitate work, manage uncertainty and ensure productive.
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