The COVID-19 outbreak has required organizations to embrace remote work at a rapid pace. As a result, many HR and corporate leaders are now considering making the virtual work arrangement permanent in a post-pandemic world. In fact, new data from the research firm the Institute for Corporate Productivity found that more than half of employers surveyed plan to expand or increase flexible work arrangements on a more permanent basis after the coronavirus outbreak is contained. Just 15% said they did not plan to revisit remote work options in the wake of COVID-19:
As organizations shift from face-to-face interactions to remote work due to the COVID-19 pandemic, the issue of learning and development continuity is (or should be) top of mind. During a crisis, it is common for companies to decrease their development efforts as a way to cut costs – that could be a mistake. We know that the impact the right employee development process can have is massive. In fact, Gallup finds that organizations that have made a strategic investment in employee development report 11% greater profitability and are twice as likely to retain their employees.
Even beyond those benefits, in this unprecedented time, employees are not only needing a sense of purpose outside of the reports on the pandemic, but they are anxious about their future. Fewer than four in 10 employees feel very confident that they will be able to continue to meet the requirements of their job successfully should the outbreak continue, according to Gallup.
For HR and L&D leaders, it will be imperative to address how to deploy relevant training programs, even while in the midst of the pandemic. Here are 3 strategies to consider:
As HR leaders and managers navigate this unprecedented work environment due to the COVID-19 pandemic, it’s important to recognize that many employees are still adapting to working in this new and unfamiliar remote setting. In many cases, workers have had to adjust to these changes overnight and teams and departments have been thrown into chaos.
Employee engagement is vital to maintaining the strength of the mental and emotional connection workers feel toward their places of work. So how can HR leaders and managers continue to keep their employees and teams engaged in this new normal? There are 5 effective strategies to ensure your employees still feel connected and are ultimately successful:
Crises can emerge in many different forms, and they often strike without warning. Although companies have long faced financial crisis and economic downturns, leaders have likely never faced a crisis quite like the COVID-19 pandemic. With the world turned on its head for many Americans, the need to feel secure and stable is omnipresent. As company leaders look to formulate plans to handle this crisis and the return to a new normal, one crucial factor in effective crisis management cannot be overlooked – leading with emotional intelligence (EI).
The coronavirus pandemic has changed so many aspects of daily life, including dramatically shifting the way Americans shop. This has many businesses scrambling to rapidly adjust to the new reality. With many retailers shutting down, consumers continue to require items from pharmacies, grocery stores, take-out restaurants and other essential goods. For many industries, there is a pressing need to hire more workers and fast.
In sectors such as, shipping and delivery, online learning, grocery and delivery services, and remote meeting and communications companies, high volume hiring is paramount. However, these businesses face an added challenge of doing so remotely, often with no personal contact due to the coronavirus.
As a result of the coronavirus outbreak, at least 69,000 schools across the U.S. have been closed or are scheduled to close, according to Education Week. At the same time, businesses across the country are moving to remote working in attempts to increase social distancing. Suddenly, without much preparation, many workers are now adjusting to new ways of working and connecting – with the additional burden of caring for children and managing virtual learning.
As workers try to manage their new virtual work environment and home life here are 5 tips to help overcome potential challenges.
The coronavirus (COVID-19) is prompting a wide range of employers to request employees to work from home, but many workers are simply not experienced in working virtually. In fact, as of 2018, only 24% of U.S. employees did some or all of their work at home, according to the U.S. Bureau of Labor Statistics. Workers spend more time in the workplace – 7.9 hours – than they did working at home – 2.9 hours.
A COVID-19 remote-work preparedness survey also found remote work is far from commonplace for many workers and their managers. Nearly half (49%) of workers surveyed said they never work from home. Transitioning work teams to remote work will present some challenges to managers and business leaders. To ensure a smooth and effective transition to virtual work and teams, here are 3 common mistakes that managers should avoid.
The coronavirus (COVID-19) is fundamentally altering the way many organizations operate as organizations around the country are sending workers home to work remotely. That means, for a great many people, working virtually is a new reality. As corporate leaders, managers and individual workers make this sudden shift, it’s critical to maintain productivity, ease anxiety and continue to collaborate effectively.
With that said, there are smart ways and not-so-smart ways to approach remote work. To ensure a smooth and effective transition to virtual work and teams, here are 6 common mistakes that individuals and managers should avoid.
For many of the millions of Americans being asked to work from home due to the coronavirus (COVID-19) pandemic, working virtually with team members may be a novel event. Managers and HR leaders will need to find ways to keep their virtual workers and teams motivated and maintaining performance levels, whether the virtual team is out of necessity right now or by design.
Having worked with organizations across the country to build highly effective virtual teams, and with our own network of coaches that work virtually, here are several strategies to implement within your virtual teams to ensure business continuity and success.
Nearly 30% of employees aren’t engaged at work, and some of those are actively disengaged – meaning they intentionally damage what others have built. While the cost of disengagement can be as much as 34% of an employee’s salary, it also impacts your ability to attract top talent, voluntary turnover rates, stress and low morale among other employees and customer satisfaction. Clearly, worker engagement should be a serious business concern.
With an ever-increasing demand for skilled workers in America, to the tune of 7 million open jobs, it is evident we lack the talent supply to meet current hiring needs across most sectors. A massive skills gap is projected to leave an estimated 2.4 million positions unfilled between 2018 and 2028, with a potential economic impact of $2.5 trillion, according to Deloitte.
At the same time, we are in one of the most challenging environments in U.S. history given not only the speed at which disruption caused by technology is affecting the workplace, but also the acceleration in the pace of change. Navigating this landscape requires businesses to equip current and future workers with the skills necessary to take on new roles and to help upskill existing workers to offset talent shortages.
The value of highly communicative teams is well understood among business and HR leaders. However, what may be less widely known is the financial implications of ineffective team communications or the financial gains that can be realized from exceptional communication. For example, a recent study found that in U.S. hospitals, a whopping $12 billion per year is lost due to ineffective team communication. Meanwhile, a robust meta-analysis of more than 150 studies and over 9,000 teams has confirmed the link between team communication and performance.
Topics: Team Dynamics