Remote Work: Kristina Butler On How To Successfully Navigate The Opportunities & Challenges Of Working Remotely Or From Home
An Interview With Douglas E. Noll
Career stagnation. This last one can be a tough pill for many to swallow and one I didn’t give much thought to until later in my career working remotely. I’m not saying it’s impossible to grow as a professional without face time with peers and leaders. What I am saying, however, is that you have to be very strategic.
As a part of our series about the things you need to successfully work remotely, I had the pleasure of interviewing Kristina Butler.
As a client-focused HR professional, Kristina Butler, MSHRD, PHR, SHRM-CP, has a heightened emphasis on diversity, equity, and inclusion (DEI) programs in talent acquisition, employee retention, and employee engagement. She brings a wealth of experience in establishing best practices and executing recruiting strategies across multiple industries while ensuring consistent branding in alignment with business goals. Throughout her career, she has partnered with senior leaders, talent acquisition peer groups, and key stakeholders to build lasting relationships and identify sources of top talent. She is a huge proponent of flexible work arrangements and has coached her clients to gain carer clarity while increasing their income.
Thank you so much for doing this with us! Before we dig in, our readers would love to get to know you a bit better. What is your “backstory”?
There are definitely layers to it but I’ll keep it brief! I was born and raised in Queens, New York to two amazing parents — a mother who instilled the importance of hard work in me and a father who was heavy on the balance. ☺ My first job was at the age of 13 at the boarding school I attended and by the time I graduated high school, I had a solid resume of work experience.
I am also a single mother of 2 girls and there were some moments when I thought I wouldn’t make it. Trying to cover the cost of childcare, a mortgage, groceries, a car payment, and all the things — it seemed almost impossible some days. But here we are. My daughters are now 17 and 26 and doing well.
Can you share the most interesting story that happened to you since you started your career?
I don’t know if you’ve ever been laid off, but it can come at the worst times. Many of us remember the economic downturn in ’08 and how the world around us seemed to be crumbling. I worked in financial services at the time as a Relationship Manager and wanted to get back into the HR space. I was even open with my manager about it and wished I could have stayed with the company to do so. It wasn’t meant to be, though.
I was called into the office the day we all knew layoffs were unfolding. I remember my manager’s words like they were yesterday. “I hope you see the silver lining in this,” he said. I did. I made some phone calls, listed my house for rent, and relocated to another state where a good friend helped me land an opportunity IN HR! ☺ I even received my first paycheck before my severance ran out.
Can you share a story about the funniest mistake you made when you were first starting? Can you tell us what lesson you learned from that?
I remember it like it was yesterday. I was at my significant other’s home using his office for a team zoom meeting. I dialed in from his landline and the meeting got off to a good start. I quickly realized the manager kept pausing when I spoke to my partner. He and I started laughing about something he said and then…
“Kristina, did you have a question?” UGH!!
The Lesson — ALWAYS make sure you’re on Mute unless you’re speaking.
What advice would you give to other business leaders to help their employees thrive and avoid burnout?
Listen to your people…and I mean listen to what’s being said and what’s NOT being said. Be observant. Educate yourself on the signs of burnout so you know what to look for. Not every team member will raise their hand and call it what it is.
Know your people. Listen to your people. Advocate on their behalf.
Ok, let’s jump to the core of our interview. Working remotely can be very different than working with a team that is in front of you. This provides great opportunities, but it can also create unique challenges. To begin, can you articulate for our readers a few of the main benefits and opportunities of working remotely?
I’ll be the first to say that working remotely is certainly not ideal for everyone. As someone who worked 100% remotely for over a decade, it was certainly ideal for me.
The first one that comes to mind as a single mother is the crippling cost of childcare. Sometimes it felt like (and was likely reality) my entire check covered my mortgage and childcare. For those who don’t have children who require childcare, consider the rush from work to after-school events and parent-teacher meetings. Raising children with the ability to work remotely makes a world of difference in the stress levels of parents and that absolutely shows up in their engagement and quality of work.
It’s also important to recognize that, just as individuals learn differently, they also perform their job duties differently. It is clear that some are more productive outside of a standard office filled with their colleagues and there are various reasons for that. Some thrive and are significantly more productive in a space where they can close their home office door, put on some smooth jazz, and get their work done — with the occasional virtual team chats or meetings to check in with colleagues.
Let’s be clear — there are some roles that require individuals to work on-site. There are others, however, where the team member’s physical location is completely irrelevant in relation to their job duties. I happen to prefer the latter at this point in my career.
Can you articulate for our readers what the five main challenges are regarding working remotely?
1 . Balance. Unfortunately, we immediately think working from home is synonymous with work-life balance. That is absolutely not the case and I’m sure many of us can attest to that after our experiences during the pandemic lockdown. It’s easy to allow the lines between work and home to become overlapped and jagged. Boundaries are critical.
2 . The lack of human interaction. This can be a challenge if you’re not intentional about creating a social life outside of your 8–5. As an introvert, I have spent several consecutive days with limited interaction with humans outside of my children. No bueno
3 . Limited physical movement. I have experienced this over the years and it’s not okay. In the age of technology where we have devices to track our movement, I can honestly say there is a significant difference in my movement when I’m home all day versus having to go into an office. Again, you have to be intentional about carving out time to move your body. Step outside to touch grass and let the sun kiss your cheeks.
4 . Technology support. Having worked for several organizations during my time in 100% remote roles, the lack of remote technology support can be frustrating. Along those same lines, your internet connection is critical. Stability and speed will likely cost a few extra dollars each month. Definitely check to see if your employer will reimburse you.
5 . Career stagnation. This last one can be a tough pill for many to swallow and one I didn’t give much thought to until later in my career working remotely. I’m not saying it’s impossible to grow as a professional without face time with peers and leaders. What I am saying, however, is that you have to be very strategic.
Based on your experience, what can one do to address or redress each of those challenges? Can you give a story or example for each?
1 . Balance. Have a serious conversation with yourself first. Remind yourself of your career goals and the effort required to achieve those goals. Consider the amount of time available to you on any given day and set boundaries accordingly. I saw myself struggle in a major way during the pandemic shutdown because I no longer had my space to work without distractions. Ugh! The version of me on the other side of that experience is now clearer than ever about her boundaries and how they benefit me and my family.
2 . The absence of human interaction. One thing I found super helpful when I struggled with this was to join common interest groups. I found a local brunch group and joined them for countless meals. And yes, that was an opportunity for me to try all the new restaurants in Charlotte. ☺ Consider a tennis group or a book club — anything to ensure you interact with humans outside of those you live with.
3 . Limited physical movement. If you don’t want to invest in a stationary bike, walking pad/treadmill, gym membership, or personal trainer, consider being intentional about getting out for a morning, lunchtime, or post-work walk. My preference is to start my day early and get out for a quick 20-minute walk to start the day. I also invested in a standing desk, which helps a ton. Want to knock out #2 and #3 at the same time? Do what I did and sign up for Pilates classes. Loved it!
4 . Technology support. I can remember interviewing candidates and having my signal drop. Ugh! Those moments were so frustrating. This one is a fairly easy fix. Invest in the high-speed Wi-Fi AND get a booster. For me, it was that simple.
5 . Career stagnation. For my first few years as a remote employee, I was just happy to not have to go into an office. I wasn’t focused on growing in my career and increasing my income. That was fine until it wasn’t. Fast forward a bit and I realized I needed to be intentional about being present. Raising my hand for opportunities to collaborate on projects with other teams. Expressing my desire to grow in my role. Signing up for courses within our Learning Management Systems and pursuing degrees and certifications outside of my 8–5. Be visible and show your commitment to growth.
Do you have any suggestions specifically for people who work at home? What are a few ways to be most productive when you work at home?
Your ability to be productive while working from home is extremely important, especially in an environment where some organizations are more closely scrutinizing flexible work arrangements. Here are a few ways I’ve found most helpful for me:
- DND — No matter how much I love my friends and family, my phone stays on DND during normal business hours with critical emergency overrides for some. I don’t want the distractions of texts or calls that can wait until I take a break or I wrap up the workday.
- Pomodoro Timer — This can be a game-changer. 25 minutes of laser-focused work can make all the difference. It also creates space for you to ensure you’re not sitting at a desk all day, which we know to be harmful to our health.
- Music — There are a few playlists for focus on YouTube that I absolutely love. Good lighting and the right music have been extremely helpful.
Can you share any suggestions for teams who are used to working together on location but are forced to work remotely due to the pandemic? Are there potential obstacles one should avoid with a team that is just getting used to working remotely?
Cameras on for meetings. Do not lose that ability to connect and see the human reactions of those you work with. Also, be intentional about scheduling “water cooler” breaks. Every calendar item does not have to be a meeting with an agenda. Carving out time for just chit-chat will help ease the focused physical disconnection.
If the team is just getting used to working remotely, acknowledge that people are human and this is a significant change. It will require some time for adjustment. Not everyone will want to turn their cameras on so you can see their homes (I love the Zoom blur feature) and some will even struggle with pets and people who pose minor inconveniences from time to time. We are all human, so give each other (and yourselves) grace.
What do you suggest can be done to create an empowering work culture and team culture with a team that is remote and not physically together?
Be intentional about learning more about each other. Specifically, what strengths does each team member bring to the team and how can those be leveraged going forward? Consider an assessment like Gallup’s CliftonStrengths. I think the default is sometimes focused on getting to know someone’s hobbies and personal life, but if the goal is empowerment, help each team member uncover their strengths and be intentional about incorporating those into the team’s action plan to achieve goals.
You are a person of great influence. If you could spread an idea or inspire a movement that would bring the most amount of good to the most amount of people, what would that be? You never know what your idea can trigger. :-)
As part of your morning routine, ask yourself this one question — who can I impact today? Who can I make smile? Who can I inspire today? Who can I help get one step closer to achieving their goals?
Can you please give us your favorite “Life Lesson Quote”? Can you share how that was relevant to you in your life?
“Start where you are. Use what you have. Do what you can.” — Arthur Ashe
I dream big every chance I get. The problem, however, is that I want to speed through the steps of my action plan to realize the goal in 30 seconds or less. This quote has encouraged me to pace myself and give myself grace. Yes, I will achieve that big goal, but it may take time…and that is okay.
How can our readers further follow your work online?
Instagram: virtual6figuremom
TikTok: virtual6figuremom
Thank you for these great insights! We wish you continued success.
About the Interviewer: Douglas E. Noll, JD, MA was born nearly blind, crippled with club feet, partially deaf, and left-handed. He overcame all of these obstacles to become a successful civil trial lawyer. In 2000, he abandoned his law practice to become a peacemaker. His calling is to serve humanity, and he executes his calling at many levels. He is an award-winning author, teacher, and trainer. He is a highly experienced mediator. Doug’s work carries him from international work to helping people resolve deep interpersonal and ideological conflicts. Doug teaches his innovative de-escalation skill that calms any angry person in 90 seconds or less. With Laurel Kaufer, Doug founded Prison of Peace in 2009. The Prison of Peace project trains life and long terms incarcerated people to be powerful peacemakers and mediators. He has been deeply moved by inmates who have learned and applied deep, empathic listening skills, leadership skills, and problem-solving skills to reduce violence in their prison communities. Their dedication to learning, improving, and serving their communities motivates him to expand the principles of Prison of Peace so that every human wanting to learn the skills of peace may do so. Doug’s awards include California Lawyer Magazine Lawyer of the Year, Best Lawyers in America Lawyer of the Year, Purpose Prize Fellow, International Academy of Mediators Syd Leezak Award of Excellence, National Academy of Distinguished Neutrals Neutral of the Year. His four books have won a number of awards and commendations. Doug’s podcast, Listen With Leaders, is now accepting guests. Click on this link to learn more and apply.
