Companies and organizations around the world find themselves in various phases of dealing with the impact of the COVID-19 pandemic. Although the challenges may differ by place, industry and business maturity, determining and implementing the proper employee policies and smart viewpoints to remote work appear like the hardest but the most important.
The pandemic caused by the coronavirus has affected the organizations as well as the changes that they are making because of the situation.
Employers across all countries have been discussing these issues for months. And after months of managing the impact of the pandemic, it gave lessons for the Human Resources sector about successful remote work and keeping employees motivated.
Ensuring that their business and services continue, a work from home policy is implemented by almost every other business. Working from home has allowed everyone to finish their work while maintaining social distancing. In spite of the changes, the pandemic is teaching businesses and HR managers plenty of lessons.
Remote Work is Huge a Thing
It seems that the white-collar workforce over the course of months has been moved into a completely digital space, showing either the promises and dangers of remote work. HR is looking for tailored strategies to make sure that productivity and work-life balance maintain their previous standards as sensible as possible.
In Asia alone, according to Gartner online poll, among 805 organizations, 88% are encouraging or requiring employees to work from home, regardless if they show or not show coronavirus-related symptoms.
Working With Local Leaders
For instance, if your job is a talent acquisition leader of a global firm, you must consider having regions of your company under different restriction than others. How will you work with your local leaders to ensure advancement towards common goals?
Importance of Communication
Employees during this time need direction and support from their leaders at all levels of businesses. They must take action and set the tone. Business leaders and managers must prioritize employee health and business sustainability. HR should communicate regularly and open-heartedly with employees.
Encourage Virtual Meetings
Despite working remotely, peer-to-peer interactions should still be encouraged. Companies must motivate employees to keep daily professional and personal interactions with their peers, even if those meetings are virtual. Look for ways how you can introduce new tools for virtual meetings, HR support should deeply look at this.
Employees need to leverage communication platforms they already have, either at work or in their personal lives, to make new ways to work together.
Set Guidelines for the Team
Working remotely is different for each employee depending on their necessities and those of their family. Now that schools are closed, many employees are taking on a double job as they take care of their children and families during the workday. Companies can consider meeting the needs of their employees’ by empowering them to adjust to their conflicting time requests.
Always Give Out Accurate Information
As leaders in organizations, you must act as a reliable source for correct and current information on coronavirus and how it is affecting the organization. Try not to share the information you get from social media. Rather, focus more on trusted resources including the World Health Organization and the Centers for Disease Control. Scrutinize data and information as much as possible, making sure that it relates to your organization.
Offer Flexible Time For Employees
Employees who are working remotely should be given flexibility. If you are preparing for the ultimate return of employees to the office, it’s important to empower them making the choices that are best acceptable for their needs and comfort levels. If possible, allow your employees to have freedom in deciding when to return. For essential workers, allow them to choose the hours that work best for them if they are required to return to the office.
Continuity Planning is Crucial
With the current situation, companies are using different continuity plans. Do you have the most common quarterly talent acquisition goals that you have turned to as a result of the fluidity of events?