Engaging remote workers is still a very new concept for most, and transitioning has been challenging to say the very least. But courtesy of COVID-19, remote working / work-from-home is here to stay. So while you’re ever adapting to the changing regulations and norms make sure to make your teams feel included and connected from wherever work happens.
Here are some things that really matter, and have been shown to significantly boost workplace culture and retention.
Set Defined Work Hours and Boundaries
As much as employees loved the flexible work hours, they would appreciate a firm line between work and life. While the internet works 24/7, employees shouldn’t be expected to.
Connect with Checklists
It may sound old school, but checklists go a very long way in helping to define deadlines, understand changing priorities and reducing procrastination time. There are multiple paid project management apps and software like that can be used but the easiest like shared spreadsheets or Google Sheets are also free. Seemingly dreadful, deadlines can become an employee’s BFF. Defining them, sharing them and reprioritizing them can keep people connected and on task.
Build Online Activities
Of course, nothing can beat the face-to-face fun activities at work. However, to get all employees on the same page, the company needs to make sure that there is no distance bias and all employees- whether remote or in-office are familiar with the other team members. The best way to break the ice is by getting on a playful virtual group meeting and interacting about anything but not work, office, and deadlines.
Check-in Frequently
Every employee brings their own set of strengths and weaknesses. The company often tries to maximize the employee’s strengths, but should also find ways to unleash their hidden talents, mentor, and educate the employees to sharpen their grey areas.
It can be done by scheduling short one-on-one, check-in calls to discuss how they are doing, how they see themselves, and where they’re looking to develop. Help them upskill by offering short duration flexible courses that can be done from home during a time that’s convenient to them.
The Bottom Line
Check-in, communicate, and appreciate. Whether they’re onsite or working remote, one thing is clear. Employees who feel connected work harder, stay longer and feel taken care of.
Still not convinced? Reach out to Brandemix. Employer Branding and Employee Engagement conversations start with us. Talented professionals have options and can leave as fast as they came.
ABOUT THE AUTHOR
Jody Ordioni is the author of “The Talent Brand.” In her role as Founder and Chief Brand Officer of Brandemix, she leads the firm in creating brand-aligned talent communications that connect employees to cultures, companies, and business goals. She engages with HR professionals and corporate teams on how to build and promote talent brands, and implement best-practice talent acquisition and engagement strategies across all media and platforms. She has been named a "recruitment thought leader to follow" and her mission is to integrate marketing, human resources, internal communications, and social media to foster a seamless brand experience through the employee lifecycle.
