The crisis caused by the COVID-19 pandemic is the current scenario with which companies find themselves and is one of the greatest challenges for HR professionals. Work against the clockworks to solve two major challenges, teleworking and the temporary modification of work routines in many positions that currently cannot carry out their work regularly. There has to be some plan or employee engagement ideas for remote workers.
1. Make employees known remotely and original
It is time to inform and give visibility to everyone's work in a special way. It is the workers and their daily tasks that mark the operation of a company, from the finance intern to the national sales manager, each one has a role, achieves objectives and represents value for the company. Share with everyone through the usual internal communication channels and launch the challenge of offering greater knowledge.
2. Promote remote activities among small random groups.
Working from home can be overwhelming. Many factors hinder concentration and also lower performance. Those responsible for human resources must be aware that it is an exceptional situation, and when it ends they need everyone to be as committed as when it started, they will also need an extra to be able to resume a rhythm of work damaged by the stoppage of many operations.
Create groups of different sizes and responsibilities and link them to weekly activities that are not directly related to the job, the goal: to distract. For example, create remote weekly yoga meetings, or meet them to see a movie and then comment on it, propose a simple cooking class, or even create hour-long sessions with entertainers who virtually entertain the little ones, giving that respite to part of your workforce exhausted from having to reconcile work with children.
These ideas or many others that you think can give that freshness to daily routines will always be welcome.
3. Create a weekly # to comply and promote it on the internal social network or even on the company Linkedin
Aren't celebrities challenging each other? Why don't you call this initiative on your team? We are not talking about making 10 touches with toilet paper or throwing a bucket of ice water, but perhaps you can promote something that associates the company, the brand, your culture, and values to a shared challenge.
For example, what challenges could a pharmaceutical company launch to its commercial team? Well, they can say 3 medicines that start with the first letter of their last name. Do you dare?
4. Add weekly training objectives.
During this time, you should take advantage of the available training resources and apply them intelligently during working hours. It is already complex to manage the formations under normal conditions, now it is a greater challenge. Not because of having a longer time there is a greater predisposition to study. It offers new elements and marks the objectives to be met. Propose new weekly learning, and verify that it is being acquired correctly through fun and fresh dynamics, in which the worker is not even aware that he is being evaluated. Add gamification. Solutions like Activity, give this freshness and hook to the formations just as these moments demand.
1 week, 1 content, 3 daily challenges. It helps managers create a correct training agenda and establish the most appropriate questions so that learning is complete, simple, and effective.
5. Create different free coaching programs
Labor changes require measures that help workers to assume them correctly. It is time to introduce the figure of the coach in any of its modalities. Talk to managers, create similar job and behavior profiles within the company, and offer joint and / or personal sessions with a professional coach. Investing in these sessions will be beneficial in the short-medium term since you will reinforce behaviors and enhance the commitment of each employee to the business project once we overcome the crisis.
Our conclusions
Each of these initiatives must be agreed with direction, but must be presented as a firm commitment to creating a climate of security, continuity, and improvement at a time when we must all look to the future, empathize with our partner and find solutions.
Finding Online games for employee engagement to suit employees with different interests and passions can be a challenge.
So here we come up with unique Online games for remote employees.
One of the major innovations that HR can do for the organization is discovering the employees’ pulse and use the findings to effectively engage all employees within the organization.
A simple Employee Engagement Survey tools help HRs to measure the employee engagement or satisfaction level.
It is highly helpful in forecasting, analyzing or improving their employee engagement initiatives and change management.
Aon, the leading human capital management consultant has influenced over 7,000 organizations, 68 Industries, 156 countries, 18.6 million employees with their scientific employee engagement surveys.
- The best practices of employee engagement initiatives include:
- Building a culture of top-down engagement
They bring customers to the company, improve its returns, and boost its profit numbers.
If employees are happy and satisfied with and at work, it will enhance their will to perform their duties, ultimately leading to a boost in their productivity.
If an immensely talented worker gets paid less than what he deserves, he might feel demotivated with work and not give his all to it.
This leads to a rise in the enterprise’s personnel turnover, which is a bad reputation.The answers to all the unanswered employee-related questions lie in and within retention.
In simple terms, it is known as the efforts put in by a company not to let go of their skilled personnel.High staff turnover in an organization means constant workforce and management changes, which might lead to an increase in conflicts and reductions in their morale and their expectations from top management.
However, all of this seems like an effortless task to tackle if you have retention strategies set up because your staff will bring you success, and doing everything you can to make sure they don’t leave will be advantageous for you in the end.You can achieve the same by keeping in mind the tips and tricks given below in this article.Strategies To Follow To Improve Your Retention NumbersGiven below are a few tricks you can follow to better your workforce retention-Offer Appraisals And RewardsThe greatest and the most vital tool to make your staff stay is to provide them with the right amount of recognition and praise they are entitled to.
This full year of leaving behind the traditional way-of-work and shifting to a new “normal” has brought more ways to challenge an employee-manager relationship than ever.
Being part of a once-in-a-lifetime crisis offers quite an acute vision to convince it as “a normal way of life”, especially in the case of a business environment.
Today, employees stand rooted out of their routine and are confined to work within the same four walls- with added responsibilities and lesser resources.
The acceptance and acknowledgment of this emotional-roller-coaster of a situation are exactly what remote employees need at the moment.
“As many as one-fourth of UK employees could end up working from home for good, bosses anticipate, as companies plan for permanent changes after Covid.” Considering remote-work is expected to stay in the corporate world even after the pandemic settles, managers need to help make it a “new normal” for their employees- irrespective of the obstacles.
As a manager one can not sit idle, let alone ignore the challenges that remote-work culture has brought with it.
