Let’s continue our series on the C.A.P.I.T.A.L. acronym we developed as the foundation
for B.O.D. Services. The focus turns to professionalism.
Peter Drucker once said, “The best way to predict the future is to create it.”
This quote highlights ownership as central to professionalism. Professionals act with discipline,
establishing structure and standards rather than waiting for ideal conditions.
A generation or two ago, professionalism was easy to define. It was defined by attire,
timeliness, and excellent or near-perfect attendance. I’ll admit this isn’t all professionalism
consisted of, but it’s pretty close.
In the world of remote work, some proclaim that professionalism standards have fallen.
This judgment might be too severe. The decline in professionalism may be attributable to the
advent of social media and the proliferation of content on YouTube.
Employers, especially small businesses, don’t have the resources to monitor what their
employees do on their personal smartphones or workstations. The question is how employers
quantify professionalism.
There is a saying, “All work and no play makes Jill a dull person.” When a team works
hard to achieve goals, the ability to take micro breaks to check in on their social networks or
watch a few YouTube shorts shouldn’t be out of line. No worker wants to feel as if they’re being
monitored like a child by their parents.
Unhappy employees have no reason to stay with an employer if they aren’t paid well,
aren’t challenged, and don’t receive good benefits.
For employers with both remote and in-person teams, it’s important that everyone
understands the dress code, especially for customer-facing roles. Beyond appearance, strong
communication skills are valuable. If workers don’t want or need to pick up the phone to chat,
being able to communicate helps ensure key tasks don’t fall through the cracks or go incomplete.
Here are three simple ways to Model Professionalism
- Adapt from Presence to Performance: shift from “time-in-seat” monitoring to an
outcome-oriented approach in which meeting deliverables is the primary measure
of professional reliability. - Intentional Communication: Because nonverbal cues are harder to interpret
remotely, professionalism now requires greater intentionality in communication.
This includes active participation in video calls, prompt feedback, and clear,
concise messaging to prevent misunderstandings. - Remote professionalism requires ownership and accountability. When issues arise,
professionals take responsibility rather than blaming distance. They address
challenges, propose solutions, and follow through, thereby building team trust.
Others depend on those who deliver, regardless of location.
Leaders, professionalism is a two-way street. When expectations for professionalism aren’t
met, don’t ignore the behavior. Document the incident. Explore why the employee felt it was
acceptable to be unprofessional.
If a lack of professionalism is a recurring theme among staff being let go, return to the
basics in the interview. In the screening paragraph, ask the screening question when reviewing
resumes, and address professionalism in various ways through questions. There are more than
enough qualified candidates when we are willing to do the upfront work. Was there a simpler
time of professionalism before remote work?
Professionalism, when practiced with intention, builds a strong team dynamic. More importantly,
professionalism builds two-way trust. That two-way trust helps retain quality talent.
Elevate your business with a partnership that includes B.O.D. Services.