Today’s hybrid workforce, although physically distant from one another, strongly yearns for a sense of belonging in addition to a sense of pride in contributing to the organization in a meaningful way. This poses a question for the HR department on what should be done to make employees feel emotionally connected even while working in isolation. How does one drive engagement among the same as well as different strata of the
organization and what is the new model of design considerations to be implemented for maximum employee
satisfaction.
Agile Network India | The future of working from office | Janani Prakash AgileNetwork
The document discusses the future of working from the office. It begins by contrasting the past and present work environments, noting shifts like fixed versus flexible work timings and in-person versus virtual interactions. It then looks ahead, anticipating that the pandemic's impacts will require rethinking work, workplaces, and workforces. This includes recognizing new employee needs around flexibility, collaboration needs over individual work, and modifying the workplace environment. The document advocates taking a holistic approach to transitioning to hybrid models by considering organizational needs, individual needs, and enabling the right tools and infrastructure.
How to Make Working From Home More ProductiveSpringworks
Are you wondering how to stay productive when you work from home and surrounded by distractions? Here are 7 practical ways to make working from home more productive.
The human resources department is at the heart of every organization. Here we explore how HR intranet portals deliver on two-way communications, relationship building, remote working, and increase employee engagement.
Guide to not getting lost in the remote work/office work mixIESE Business School
This document provides a guide to hybrid work models that combines remote work and office work. It includes illustrations and definitions of key concepts like the suitable conditions and quantities of remote vs office work, who is well-suited for a hybrid model, good practices for employees, when meetings should be online vs in-person, user journey examples, how organizations can adapt, and prototypes for leaders, employees, offices and remote work setups. The goal is to help both employees and organizations understand and implement flexible work models.
How to Manage Inefficiency in Remote Work | SoGoSurveySogolytics
No matter the reason, working remotely can be very different from working in the office. Take stock of your remote work situation to ensure your team is prioritizing productivity as well as supporting work-life balance.
Spoiler alert: yes, remote work really does work!
With nearly nine years of experience as a remote employee across three different companies, Lauren knows the ups and downs of remote work. In this session, Lauren will dive into what the research says about remote work and share her personal stories of failures and successes.
You'll walk away from this session knowing why remote work is awesome, empowered to convince your boss to let you work remotely, and armed with the tools you need to be a happy, successful remote employee.
If you've been thinking about making the transition to working remotely, you're a manager of people who are or could work remotely, or you've made the leap to remote work and are struggling to make it work, this is the session for you!
The document summarizes advice from several women on successfully working remotely. Colleen Ford found she was more productive at home without distractions. Jennie Oyola notes time management is key without office cues. Amanda Somma uses collaboration tools like Google Docs. Laura Jones appreciates the flexibility to work early hours before her kids need to get to school. Cheryl Kellond emphasizes proactive communication when working remotely from a team. Katrina Larrabee says flexibility is great as long as work gets done. Dorothy Distefano stresses documentation so everyone is on the same page. Julie Petrarca uses project management tools like Basecamp for organizing work across time zones.
Agile Network India | The future of working from office | Janani Prakash AgileNetwork
The document discusses the future of working from the office. It begins by contrasting the past and present work environments, noting shifts like fixed versus flexible work timings and in-person versus virtual interactions. It then looks ahead, anticipating that the pandemic's impacts will require rethinking work, workplaces, and workforces. This includes recognizing new employee needs around flexibility, collaboration needs over individual work, and modifying the workplace environment. The document advocates taking a holistic approach to transitioning to hybrid models by considering organizational needs, individual needs, and enabling the right tools and infrastructure.
How to Make Working From Home More ProductiveSpringworks
Are you wondering how to stay productive when you work from home and surrounded by distractions? Here are 7 practical ways to make working from home more productive.
The human resources department is at the heart of every organization. Here we explore how HR intranet portals deliver on two-way communications, relationship building, remote working, and increase employee engagement.
Guide to not getting lost in the remote work/office work mixIESE Business School
This document provides a guide to hybrid work models that combines remote work and office work. It includes illustrations and definitions of key concepts like the suitable conditions and quantities of remote vs office work, who is well-suited for a hybrid model, good practices for employees, when meetings should be online vs in-person, user journey examples, how organizations can adapt, and prototypes for leaders, employees, offices and remote work setups. The goal is to help both employees and organizations understand and implement flexible work models.
How to Manage Inefficiency in Remote Work | SoGoSurveySogolytics
No matter the reason, working remotely can be very different from working in the office. Take stock of your remote work situation to ensure your team is prioritizing productivity as well as supporting work-life balance.
Spoiler alert: yes, remote work really does work!
With nearly nine years of experience as a remote employee across three different companies, Lauren knows the ups and downs of remote work. In this session, Lauren will dive into what the research says about remote work and share her personal stories of failures and successes.
You'll walk away from this session knowing why remote work is awesome, empowered to convince your boss to let you work remotely, and armed with the tools you need to be a happy, successful remote employee.
If you've been thinking about making the transition to working remotely, you're a manager of people who are or could work remotely, or you've made the leap to remote work and are struggling to make it work, this is the session for you!
The document summarizes advice from several women on successfully working remotely. Colleen Ford found she was more productive at home without distractions. Jennie Oyola notes time management is key without office cues. Amanda Somma uses collaboration tools like Google Docs. Laura Jones appreciates the flexibility to work early hours before her kids need to get to school. Cheryl Kellond emphasizes proactive communication when working remotely from a team. Katrina Larrabee says flexibility is great as long as work gets done. Dorothy Distefano stresses documentation so everyone is on the same page. Julie Petrarca uses project management tools like Basecamp for organizing work across time zones.
Slides Rishi Kumar recently used in his discussion w/ mentees of The Product Mentor.
The Product Mentor is a program designed to pair Product Mentors and Mentees from around the World, across all industries, from start-up to enterprise, guided by the fundamental goals…Better Decisions. Better Products. Better Product People.
Throughout the program, each mentor leads a conversation in an area of their expertise that is live streamed and available to both mentee and the broader product community.
http://TheProductMentor.com
Is your employee onboarding process filled with paper and inefficiency? Do your new hires feel like they have taken a step back in time? Engage your employee earlier, retain them longer, and increase productivity by using CovertHR for your employee onboarding needs.
This document provides tips for HR professionals on developing a business case and crafting a telework policy. It advises determining if there is a need for telework within the organization based on factors like reducing real estate costs, improving recruitment/retention, or accommodating employees' needs. The business case should outline benefits like reducing absenteeism, aligning with business strategy, and solving problems for multiple stakeholders. When crafting the policy, considerations include who can telework and how much, application processes, performance assessment, resolving issues, and baseline legal policies. The overall aim is to maximize success for both employees and the organization through flexible work arrangements.
Spoiler alert: Yes, remote work really does work!
With nearly nine years of experience as a remote employee across three different companies, Lauren knows the ups and downs of remote work. In this session, she will dive into what the research says about remote work and share her personal stories of failures and successes.
You'll walk away from this session knowing why remote work is awesome, empowered to convince your boss to let you work remotely, and armed with the tools you need to be a happy, successful remote employee.
If you've been thinking about making the transition to working remotely, you're a manager of people who are or could work remotely, or you've made the leap to remote work and are struggling to make it work, this is the session for you!
How Work-Anywhere Momentum is Impacting RecruitingSogolytics
With remote work now of an accepted standard than an emergency accommodation, how have recruiting and hiring conversations changed, and what do businesses need to do to attract and retain top talent?
The document provides information on managing virtual teams. It discusses common concerns about managing remote employees and the benefits of virtual teams. It offers tips for creating a high-performing virtual team through communication, setting goals and tracking performance, choosing the right employees, and additional considerations for global teams. The document is from a workshop on managing virtual teams and aims to provide practical advice for implementing or optimizing virtual teams.
A presentation on remote work, its benefits, and good virtual etiquette. Other topics that will be discussed are:
-The benefits of remote work
-How to manage a Remote Workforce
-Setting up your remote workspace
-Good Virtual Etiquette
-The Virtual Golden Rule
How to Market to your Prospects that are Making Work-From-Home Permanent | Ba...Pranali Pawar
We have gathered over 25 WFH insights through an 800-person survey. The results are saying there is a HUGE disconnect between employee and management perception of the situation. Why should you care?
With this slide deck you will:
1. Learn why your prospects think they don't need your solution as they migrate to a permanent work-from-home option
2. Understand what you need to say to get their attention
3. Get free access to our data that you can use in your marketing.
Remote! is a simulation-based training that teaches the fundamentals of managing and working on virtual teams.
Simulation Kick-Off: Virtuali divides the class into groups and provides a project that learners complete in virtual teams over a 2-week period (approximately 4-6 hours per learner). The project deals with generating innovative ideas and/or solving a relevant business problem.
Group Work and Presentations: As learners work together in small groups, they communicate, meet, and make decisions virtually, while experimenting with new technology. At the end of the 2-week period, the groups present their results. The class evaluates each of the projects and selects a winner.
Webinar and Debrief. After the simulation is complete, Virtuali conducts a 2-hour webinar that teaches techniques and best practices for working on virtual teams. (For a list of topics, see What you’ll learn below.)
What You'll Learn:
Remote! is designed to teach the fundamentals of managing and working on virtual teams. In addition to the project simulation, Virtuali conducts a 2-hour webinar that provides the opportunity for learners to reflect on their project experience and addresses the following topics:
• Culture. Creating a culture that empowers virtual work – at the organizational and team level.
• Communication. Establishing clear guidelines, setting the frequency, and using technology.
• Conducting Meetings. Structuring and conducting meetings to maximize participant engagement.
• Project Management. Selecting team members, building trust, and achieving positive outcomes.
• Technology. Evaluating and selecting technology tools, fostering adoption, and managing IT security.
• Staying healthy. Maintaining a healthy work-life balance and high morale.
The nature of work is changing. Employees increasingly use electronic forms of communication, work with geographically dispersed teams, and spend more time outside of the office. When done correctly, these changes cut costs, increase productivity, and boost employee satisfaction. Contact us today to learn how Remote! can help your organization reap these benefits and enable your employees to excel in an increasingly virtual work environment. Contact us today at info@govirtuali.com.
Working remotely as a developers before and after Covid-19Aude Barral
With the Covid-19 health crisis came profound changes in terms of remote work and organizational patterns.
How can we expect these changes to affect our work life long-term? We decided to dig further into developers’ teleworking aspirations.
In June 2020, over 2,000 developers from 94 countries across the globe, shared with us their expectations and experience when it comes to working remotely.
Complete Guide to Remote Work and Remote Project DeliveryTom Blondies
A Collection of Best Practices around Remote Work and Remote Project Delivery from the Who is Who of Remote Working.
There are plenty of great guides for remote work but few consider that quite a lot of work is nowadays done remotely. Be it with the offshore team in India or your colleagues in the US to align sales strategies, financial implications of activities, running your IT.This presentation tries to be a practical guide for your average remote interaction which for a lot of people is not very satisfying.
How to re build company culture after covid-19jerianasmith
COVID-19 has hit every business in a unique way, meaning that we’re all having to look at rebuilding our company culture. For many, the lack of work has meant that they have had to let go of staff or place them on furlough so as to cut costs and for others they have been running the business on a remote basis.
Working with some of the world’s leading technology innovators, Steljes has developed the Business Productivity Suite to help you change the way you work for real and lasting benefit. The Business Productivity Suite comprises of the cream of today’s productivity technology, under one roof, designed to address five focus areas that businesses tell us they need to make more efficient: meetings, video and data conferencing, workspaces and flexible working, training and marketing and communications.
This document provides an overview of remote and flexible working. It discusses the workshop aims of introducing remote and flexible working options, outlining the business benefits, legal perspectives, best practices, and practical implementation issues. By the end of the workshop, participants will understand flexible working for themselves, colleagues, and organizations, and be able to outline the strategic case, relevant legislation, and best practices for implementation.
This document discusses flexible working in public relations and provides recommendations for enabling it. It notes that while PR is often viewed as female-friendly, surveys show a pay gap and lack of women in senior roles. Flexible working is one way to address this imbalance by helping retain female talent. The document outlines what flexible working entails, its benefits, and challenges of implementing it in a client-facing field. It provides case studies and nine recommendations for employers. The legal context around the right to request flexible working is also summarized.
Afterhire is a powerful employee onboarding software that helps you automate * ANY * onboarding process regardless of how complex it is.
Using the workflow builder, you can stitch together an onboarding flow that meets your business needs.
The embedded form builder allows you to capture custom fields that your business works and helps you create dynamic online forms that can be used at any point of the process.
Tools like email templates and user permissions help you setup the right experience for all your incoming new hires and employees.
Employee onboarding is crucial as it directly correlates with employee retention, happiness and productivity. Afterhire can set your HR free by automating the manual coordination process and empower them with a clean dashboard showing how every new hire is progressing with their onboarding.
Attached is a piece of work I’ve compiled and synthesized from many articles written on how leaders/managers should be leading their teams through COVID-19.
Across the employee life cycle, we want to make sure that the digital employee experience promotes 3 things for our employees, commitment, effort, and inspiration.
This document discusses the challenges of growing a startup from infancy to adolescence and some strategies for human resources to effectively manage rapid growth. It outlines several challenges including always feeling one person short of needed staff, the importance of quality yet speedy hiring, and making a great first impression for new employees. The article then details approaches for addressing these challenges such as thoroughly justifying new roles, emphasizing employee referrals, investing in onboarding, continual skills development, transparent performance conversations, and communicating the company culture and mission. The overarching message is that executing HR best practices well during a period of fast growth is important for building an effective organization, high performance, and employee retention.
Organizations have invested years in shaping up the leadership behaviors and in building a culture of high performance and a committed workforce. All of this is at stake today, owing to the ongoing pandemic – one of the biggest health crises ever – Covid19, pushing every organization to think differently about their leader behaviors to build a resilient organization, and a thriving culture.
Today, only 15% of companies extend their onboarding process beyond 6 months, but 90% of companies believe employees make the decision to stay in their first 12 months. Using this guide, create an effective onboarding strategy that combines tactics with appreciation. You'll find within a 30, 60 and 90 day checklist, as well as, a full onboarding program that extends the onboarding experience to a year.
Rewiring HR for WFH, Hybrid work & Future of workBrowne & Mohan
Humans working in tandem with automated robots on shopfloors is increasing. Covid 19 induced WFH is here to stay as an economic and resource strategy for many companies. Human resource (HR) departments must therefore rewire themselves to balance work between digital and human associates. HR systems will be driven by intelligence, own change management and design systems for boundary-spanning workflows, collegial support.
Slides Rishi Kumar recently used in his discussion w/ mentees of The Product Mentor.
The Product Mentor is a program designed to pair Product Mentors and Mentees from around the World, across all industries, from start-up to enterprise, guided by the fundamental goals…Better Decisions. Better Products. Better Product People.
Throughout the program, each mentor leads a conversation in an area of their expertise that is live streamed and available to both mentee and the broader product community.
http://TheProductMentor.com
Is your employee onboarding process filled with paper and inefficiency? Do your new hires feel like they have taken a step back in time? Engage your employee earlier, retain them longer, and increase productivity by using CovertHR for your employee onboarding needs.
This document provides tips for HR professionals on developing a business case and crafting a telework policy. It advises determining if there is a need for telework within the organization based on factors like reducing real estate costs, improving recruitment/retention, or accommodating employees' needs. The business case should outline benefits like reducing absenteeism, aligning with business strategy, and solving problems for multiple stakeholders. When crafting the policy, considerations include who can telework and how much, application processes, performance assessment, resolving issues, and baseline legal policies. The overall aim is to maximize success for both employees and the organization through flexible work arrangements.
Spoiler alert: Yes, remote work really does work!
With nearly nine years of experience as a remote employee across three different companies, Lauren knows the ups and downs of remote work. In this session, she will dive into what the research says about remote work and share her personal stories of failures and successes.
You'll walk away from this session knowing why remote work is awesome, empowered to convince your boss to let you work remotely, and armed with the tools you need to be a happy, successful remote employee.
If you've been thinking about making the transition to working remotely, you're a manager of people who are or could work remotely, or you've made the leap to remote work and are struggling to make it work, this is the session for you!
How Work-Anywhere Momentum is Impacting RecruitingSogolytics
With remote work now of an accepted standard than an emergency accommodation, how have recruiting and hiring conversations changed, and what do businesses need to do to attract and retain top talent?
The document provides information on managing virtual teams. It discusses common concerns about managing remote employees and the benefits of virtual teams. It offers tips for creating a high-performing virtual team through communication, setting goals and tracking performance, choosing the right employees, and additional considerations for global teams. The document is from a workshop on managing virtual teams and aims to provide practical advice for implementing or optimizing virtual teams.
A presentation on remote work, its benefits, and good virtual etiquette. Other topics that will be discussed are:
-The benefits of remote work
-How to manage a Remote Workforce
-Setting up your remote workspace
-Good Virtual Etiquette
-The Virtual Golden Rule
How to Market to your Prospects that are Making Work-From-Home Permanent | Ba...Pranali Pawar
We have gathered over 25 WFH insights through an 800-person survey. The results are saying there is a HUGE disconnect between employee and management perception of the situation. Why should you care?
With this slide deck you will:
1. Learn why your prospects think they don't need your solution as they migrate to a permanent work-from-home option
2. Understand what you need to say to get their attention
3. Get free access to our data that you can use in your marketing.
Remote! is a simulation-based training that teaches the fundamentals of managing and working on virtual teams.
Simulation Kick-Off: Virtuali divides the class into groups and provides a project that learners complete in virtual teams over a 2-week period (approximately 4-6 hours per learner). The project deals with generating innovative ideas and/or solving a relevant business problem.
Group Work and Presentations: As learners work together in small groups, they communicate, meet, and make decisions virtually, while experimenting with new technology. At the end of the 2-week period, the groups present their results. The class evaluates each of the projects and selects a winner.
Webinar and Debrief. After the simulation is complete, Virtuali conducts a 2-hour webinar that teaches techniques and best practices for working on virtual teams. (For a list of topics, see What you’ll learn below.)
What You'll Learn:
Remote! is designed to teach the fundamentals of managing and working on virtual teams. In addition to the project simulation, Virtuali conducts a 2-hour webinar that provides the opportunity for learners to reflect on their project experience and addresses the following topics:
• Culture. Creating a culture that empowers virtual work – at the organizational and team level.
• Communication. Establishing clear guidelines, setting the frequency, and using technology.
• Conducting Meetings. Structuring and conducting meetings to maximize participant engagement.
• Project Management. Selecting team members, building trust, and achieving positive outcomes.
• Technology. Evaluating and selecting technology tools, fostering adoption, and managing IT security.
• Staying healthy. Maintaining a healthy work-life balance and high morale.
The nature of work is changing. Employees increasingly use electronic forms of communication, work with geographically dispersed teams, and spend more time outside of the office. When done correctly, these changes cut costs, increase productivity, and boost employee satisfaction. Contact us today to learn how Remote! can help your organization reap these benefits and enable your employees to excel in an increasingly virtual work environment. Contact us today at info@govirtuali.com.
Working remotely as a developers before and after Covid-19Aude Barral
With the Covid-19 health crisis came profound changes in terms of remote work and organizational patterns.
How can we expect these changes to affect our work life long-term? We decided to dig further into developers’ teleworking aspirations.
In June 2020, over 2,000 developers from 94 countries across the globe, shared with us their expectations and experience when it comes to working remotely.
Complete Guide to Remote Work and Remote Project DeliveryTom Blondies
A Collection of Best Practices around Remote Work and Remote Project Delivery from the Who is Who of Remote Working.
There are plenty of great guides for remote work but few consider that quite a lot of work is nowadays done remotely. Be it with the offshore team in India or your colleagues in the US to align sales strategies, financial implications of activities, running your IT.This presentation tries to be a practical guide for your average remote interaction which for a lot of people is not very satisfying.
How to re build company culture after covid-19jerianasmith
COVID-19 has hit every business in a unique way, meaning that we’re all having to look at rebuilding our company culture. For many, the lack of work has meant that they have had to let go of staff or place them on furlough so as to cut costs and for others they have been running the business on a remote basis.
Working with some of the world’s leading technology innovators, Steljes has developed the Business Productivity Suite to help you change the way you work for real and lasting benefit. The Business Productivity Suite comprises of the cream of today’s productivity technology, under one roof, designed to address five focus areas that businesses tell us they need to make more efficient: meetings, video and data conferencing, workspaces and flexible working, training and marketing and communications.
This document provides an overview of remote and flexible working. It discusses the workshop aims of introducing remote and flexible working options, outlining the business benefits, legal perspectives, best practices, and practical implementation issues. By the end of the workshop, participants will understand flexible working for themselves, colleagues, and organizations, and be able to outline the strategic case, relevant legislation, and best practices for implementation.
This document discusses flexible working in public relations and provides recommendations for enabling it. It notes that while PR is often viewed as female-friendly, surveys show a pay gap and lack of women in senior roles. Flexible working is one way to address this imbalance by helping retain female talent. The document outlines what flexible working entails, its benefits, and challenges of implementing it in a client-facing field. It provides case studies and nine recommendations for employers. The legal context around the right to request flexible working is also summarized.
Afterhire is a powerful employee onboarding software that helps you automate * ANY * onboarding process regardless of how complex it is.
Using the workflow builder, you can stitch together an onboarding flow that meets your business needs.
The embedded form builder allows you to capture custom fields that your business works and helps you create dynamic online forms that can be used at any point of the process.
Tools like email templates and user permissions help you setup the right experience for all your incoming new hires and employees.
Employee onboarding is crucial as it directly correlates with employee retention, happiness and productivity. Afterhire can set your HR free by automating the manual coordination process and empower them with a clean dashboard showing how every new hire is progressing with their onboarding.
Attached is a piece of work I’ve compiled and synthesized from many articles written on how leaders/managers should be leading their teams through COVID-19.
Across the employee life cycle, we want to make sure that the digital employee experience promotes 3 things for our employees, commitment, effort, and inspiration.
This document discusses the challenges of growing a startup from infancy to adolescence and some strategies for human resources to effectively manage rapid growth. It outlines several challenges including always feeling one person short of needed staff, the importance of quality yet speedy hiring, and making a great first impression for new employees. The article then details approaches for addressing these challenges such as thoroughly justifying new roles, emphasizing employee referrals, investing in onboarding, continual skills development, transparent performance conversations, and communicating the company culture and mission. The overarching message is that executing HR best practices well during a period of fast growth is important for building an effective organization, high performance, and employee retention.
Organizations have invested years in shaping up the leadership behaviors and in building a culture of high performance and a committed workforce. All of this is at stake today, owing to the ongoing pandemic – one of the biggest health crises ever – Covid19, pushing every organization to think differently about their leader behaviors to build a resilient organization, and a thriving culture.
Today, only 15% of companies extend their onboarding process beyond 6 months, but 90% of companies believe employees make the decision to stay in their first 12 months. Using this guide, create an effective onboarding strategy that combines tactics with appreciation. You'll find within a 30, 60 and 90 day checklist, as well as, a full onboarding program that extends the onboarding experience to a year.
Rewiring HR for WFH, Hybrid work & Future of workBrowne & Mohan
Humans working in tandem with automated robots on shopfloors is increasing. Covid 19 induced WFH is here to stay as an economic and resource strategy for many companies. Human resource (HR) departments must therefore rewire themselves to balance work between digital and human associates. HR systems will be driven by intelligence, own change management and design systems for boundary-spanning workflows, collegial support.
CanopyLAB brings you an experts’ guide and checklist to building a strong corporate
culture - while working
remotely - using a social
learning platform.
Maintaining Value of Engagement in Remote Work (1).pdfTuring.com
Turing is a data-science-driven deep jobs platform helping companies spin up their engineering teams in the cloud at the push of a button. Based in Palo Alto, California, it is a fully remote company of 500 800+ people who help connect world-class remote software engineers with world-class companies.
Turing makes the remote hiring journey easy and rewarding for both companies and developers. With Turing, companies can hire pre-vetted, Silicon Valley-caliber remote software talent across 100+ skills in 3-5 days. Also, Turing democratizes opportunities for remote developers from around the world by offering them high-quality software jobs with top US firms.
Turing's Intelligent Talent Cloud uses AI to source, vet, match, and manage over a 1.5 million developers worldwide. This, in turn, helps organizations save valuable time and resources as they build their dream engineering team in a matter of days.
For more info, head over to: http://turing.com/s/yB8zZu
The document discusses how LHH helps companies realize the potential of their existing workforces. It describes how LHH provides services like assessments, coaching, reskilling and internal mobility programs to help companies identify skills within their current employees, develop talent, and fill positions from within. This allows companies to increase productivity and engagement while reducing costs associated with replacing employees. LHH works with large multinational companies and has experience transforming entire workforces and developing leaders.
This document discusses the importance of effective onboarding programs for new employees. It notes that only 15% of companies currently extend their onboarding beyond 6 months. Proper onboarding, including selecting mentors, conducting check-ins, and celebrating milestones, can help reduce turnover, especially in the crucial first year. The document recommends developing an appreciation strategy as part of onboarding to recognize employees' contributions and make them feel valued from the start of their employment.
5 Unique Call Center Incentives to Maximize Productivity.pdfTime Doctor
Employees working in call centers have the opportunity to work with customers to create pleasant experiences. While the work can be complex, the effects of delivering an exceptional experience to customers are worth it. This document covers five ideas to provide incentives that will boost productivity and maintain morale.
Original blog: https://biz30.timedoctor.com/call-center-incentives/
Employee Retention Strategies to Survive the Great ResignationKashish Trivedi
Onboarding reflects what your company is and ultimately leaves the first impression on new employees. A report indicates a 2.6 times increase in job satisfaction among new employees when they have a positive onboarding experience.
You can rely on learning management tools that streamline difficult or time-consuming procedures for companies to hire new employees. Leveraging a comprehensive learning platform allows you to create personalized onboarding experiences for new employees.
Extra steps need to be taken to make sure employees joining remotely feel integrated into their team. To achieve this, you could implement a virtual onboarding program that may utilize internal bots to help facilitate a more seamless connection within your team. Check for chatbot pricing and integrate an employee engagement bot within your onboarding activities to encourage icebreaker conversations.
LinkedIn provided a course at how to win the retention game? finding the perfect employee for the job is a very hard task, despite some saying everyone is replaceable, read here why and how to win back your loyal employees and how to retain others.
Being a better boss-How to reduce turnoverDr. Zar Rdj
This document provides tips for reducing employee turnover by being a better boss. It discusses how costly employee turnover is for companies and outlines four main steps managers can take: 1) make time for training and onboarding new employees, 2) open lines of communication through regular check-ins, 3) offer flexible working environments to improve work-life balance, and 4) get employees involved in volunteering to find meaning in their work. The document emphasizes that the number one reason employees quit is due to having a bad boss and provides strategies within each step to help managers reduce turnover.
Ways to Deliver The Best Onboarding Solution for New Hires.pdfBusinessezee
Some measures for serving the best onboarding experience to your new hires are in this blog. Learn how to make the process engaging, straightforward, and stress-free.
2022, challenges and opportunities for leadersAna Ber
Pendl Piswanger (P&P) Romania is affiliated to InterSearch, a worldwide executive search firm with more than 100 offices in 50 countries and to SeniorManagementWorldwide, leading interim management provider with global presence as well.
For more information please visit our websites at www.ppromania.ro or www.ro.intersearch.org
With a presence of 40 years in CEE and 25 years in Romania we are totally committed to our clients who gain competitive advantage by hiring great people. To maintain our competitive advantage, we operate across all major industry sectors, learn, diversify permanently and avoid specialization by limiting our client portfolio in a particular industry.
1 Business Case Scenario – Assessment 2 Managing CulLeilaniPoolsy
1
Business Case Scenario – Assessment 2
Managing Culture and Change 21926, SPRING 2021
Ozfone is an Australian telecommunications and technology company, which markets voice,
mobile, internet access, pay television and other services. The company has more than 5,000
employees and has been selling services to businesses, households and individuals for over 45
years.
With COVID-19 vaccinations now underway, countries are beginning to map out their roadmap
out of lockdown. For companies, it creates important challenges and opportunities as to how
they choose to return to work. That presents an interesting new dynamic for both the employer
and the employee. In 2020, Ozfone was forced to transition its employees from being physically
present in their offices to working remotely. However, at the beginning of 2021, the company
implemented the hybrid working model – allowing employees to work both remotely and in the
office. This was supported by the CEO of the company who is aware that even if a vaccine or
effective treatment will open the possibility of a safe return to the traditional workplace, remote
work will take a permanent place in the employment mix. Hybrid working models, done right,
(1) allow organisations to better achieve innovation and attract talent, (2) lead to higher job
satisfaction and autonomy of employees, and (3) define a future of work that is more flexible,
people-oriented and sustainable.
However, the way how the company approached the hybrid working model has been causing
some serious problems. One of them is that the managers hold an unconscious bias that because
remote workers are not seen in the office they work less as those seen in the office. There is
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also the belief that showing up to work, having good attendance and putting in long hours is
more important than the results. Managers feel that they cannot trust that their working-from-
home employees are actually doing the work and as a result, the employees are feeling
micromanaged. The management by results (supporting employee autonomy on when, where
and how they do their work) in the company has been clearly not embraced by the managers.
Moreover, the conditions in the office space are not designed for a hybrid form of collaboration
due to insufficient technological support. Not all meeting rooms are connected to the video
conferencing software which causes remote workers to miss out on important information
because it was communicated in person. The other problem is that the way how meetings are
run has not changed from the pre-Covid version. For example, although most meetings are now
attended by both remote and in-person team members, activities such as brainstorming are done
on a traditional flipchart with paper post-it notes. This leaves remote workers feeling like they
are not part of the team. Apart from that, the physical separation of staff in the ...
As the world takes on the challenge of the global pandemic not only have our ways of working and the nature of our work transformed but there has been a huge shift in workers learning needs too. in a recent survey, we conducted during live sessions in association with SHRM India 80% of the participants were of the opinion that the time spent on learning has increased during the lockdown. people have plenty of time now to spare on virtual learning, but the key question continues to be whether the course offered to them adds value to their personal and professional development goals.
Work culture across organizations has undoubtedly changed in the current scenario as targets are being redrawn goals are being rewritten and work delivers are changing along with this another aspect of work culture that changes is the system of rewards and recognition which was strongly influenced by actions and behaviors all this while but can not be quite as easily gauged now. organizations need to make new design considerations and incorporate these changes to maximize recognition and rewards even in times like these.
As traditional businesses across industries have Moved towards more versatile digital solutions over the last few months, there have been interesting insights on how businesses incorporate
Significant changes, differently.taking to digitisation for sales growth and workforce experience has become imperative as businesses engage digitally with everyone including digital partners, sales team, and employees. so how do they go about with achieving these goals?
BI WORLDWIDE developed a sophisticated timeline to manage all the components of the event, including partners, vendors,
employees, dealers, and entertainers. The project scope included
management of all hotel contracts, food and beverage, transportation and event décor. The BIW web portal engaged each audience and streamlined the registration process. BIW also coordinated multiple payment plans for six hotels, a variety of travel patterns, and 200 breakout sessions.
For this multinational technology firm, group travel events had energized their sales force to do their best work. But when budgets tightened, the firm needed an equally appealing, yet more cost effective, option.
BI WORLDWIDE developed a program that gave employees and managers the power to reward and recognize each other. With both peer-to-peer and manager discretionary recognition capabilities at hand—along with sales contests—the workforce could better connect with the goals of the company.
BI WORLDWIDE designed and implemented a recognition platform that included a rewards and recognition website that was accessible in 13 languages, converted currency, and could deliver rewards regionally. Supporting the launch were custom communications,
tailored to the different areas in multiple languages to motivate the employees across the globe. From there, employees could better understand the platform that gave them the ability to spotlight achievements, send digital thank you cards, and earn rewards.
One of the world’s largest apparel retailers wanted to engage its workforce of young adults in stores. Connecting with the employees would strengthen the relationship between the workforce and the brand, improve the customer experience and impact business for the better.
15 inspirational insights for enagagement startegiesJohnMoor5
Changing face of 5 Recognition & rewards strategies,
5 Key rules and trends in every changing workforce landscape,
5 R&R Strategies for managers and leaderships recognition matters
Recruitment marketing involves promoting job opportunities and workplace culture, including employee feedback, along with products or services, in the form of articles, ads, images, videos, etc.
Becoming Relentlessly Human-Centred in an AI World - Erin Patchell - SocialHR...SocialHRCamp
Speaker: Erin Patchell
Imagine a world where the needs, experiences, and well-being of people— employees and customers — are the focus of integrating technology into our businesses. As HR professionals, what tools exist to leverage AI and technology as a force for both people and profit? How do we influence a culture that takes a human-centred lens?
How to Leverage AI to Boost Employee Wellness - Lydia Di Francesco - SocialHR...SocialHRCamp
Speaker: Lydia Di Francesco
In this workshop, participants will delve into the realm of AI and its profound potential to revolutionize employee wellness initiatives. From stress management to fostering work-life harmony, AI offers a myriad of innovative tools and strategies that can significantly enhance the wellbeing of employees in any organization. Attendees will learn how to effectively leverage AI technologies to cultivate a healthier, happier, and more productive workforce. Whether it's utilizing AI-powered chatbots for mental health support, implementing data analytics to identify internal, systemic risk factors, or deploying personalized wellness apps, this workshop will equip participants with actionable insights and best practices to harness the power of AI for boosting employee wellness. Join us and discover how AI can be a strategic partner towards a culture of wellbeing and resilience in the workplace.
AI Considerations in HR Governance - Shahzad Khan - SocialHRCamp Ottawa 2024SocialHRCamp
Speaker: Shahzad Khan
This session on "AI Considerations in Human Resources Governance" explores the integration of Artificial Intelligence (AI) into HR practices, examining its history, current applications, and the governance issues it raises. A framework to view Government in modern organizations is provided, along with the transformation and key considerations associated with each element of this framework, drawing lessons from other AI projects to illustrate these aspects. We then dive into AI's use in resume screening, talent acquisition, employee retention, and predictive analytics for workforce management. Highlighting modern governance challenges, it addresses AI's impact on the gig economy as well as DEI. We then conclude with future trends in AI for HR, offering strategic recommendations for incorporating AI in HR governance.
Building Meaningful Talent Communities with AI - Heather Pysklywec - SocialHR...SocialHRCamp
Speaker: Heather Pysklywec
Digital transformation has transformed the talent acquisition landscape over the past ten years. Now, with the introduction of artificial intelligence, HR professionals are faced with a new suite of tools to choose from. The question remains, where to start, what to be aware of, and what tools will complement the talent acquisition strategy of the organization? This session will give a summary of helpful AI tools in the industry, explain how they can fit into existing systems, and encourage attendees to explore if AI tools can improve their process.
Watch this expert-led webinar to learn effective tactics that high-volume hiring teams can use right now to attract top talent into their pipeline faster.
Your Guide To Finding The Perfect Part-Time JobSnapJob
Part-time workers account for a significant part of the workforce, including individuals of all ages. A lot of industries hire part-time workers in different capacities, including temporary or seasonal openings, ranging from managerial to entry-level positions. However, many people still doubt taking on these roles and wonder how a temporary part-time job can help them achieve their long-term goals.
Accelerating AI Integration with Collaborative Learning - Kinga Petrovai - So...SocialHRCamp
Speaker: Kinga Petrovai
You have the new AI tools, but how can you help your team use them to their full potential? As technology is changing daily, it’s hard to learn and keep up with the latest developments. Help your team amplify their learning with a new collaborative learning approach called the Learning Hive.
This session outlines the Learning Hive approach that sets up collaborations that foster great learning without the need for L&D to produce content. The Learning Hive enables effective knowledge sharing where employees learn from each other and apply this learning to their work, all while building stronger community bonds. This approach amplifies the impact of other learning resources and fosters a culture of continuous learning within the organization.
Accelerating AI Integration with Collaborative Learning - Kinga Petrovai - So...
Bringing them-closer-from-afar
1. Today’s hybrid workforce, although physically distant from one another, strongly yearns
a sense of belonging in addition to a sense of pride in contributing to the organisation in
a meaningful way. This poses a question for the HR department on what should be
done to make employees feel emotionally connected even while working in isolation.
How does one drive engagement among the same as well as different strata of the
organisation and what is the new model of design considerations to be implemented
for maximum employee satisfaction.
David Litteken, Senior Vice President, Asia Pacific Region at BI WORLDWIDE,
Surabhi Sharma, General Manager Human Resources at Coforge, Sandeep
Jha Associate Director Human Resource at TIAA, share their personal
experiences and guide with how to keep the hybrid workforce engaged, as we adapt
to a new normal.
BRINGING THEM
CLOSER FROM AFAR
VIRTUAL EMPLOYEE ENGAGEMENT IN
THE NEW NORMAL
2. “
Page 1 of 3
ADAPTING TO THE DISTRIBUTED WORKFORCE
A HYBRID WORK ENVIRONMENT CHANGES THE ENGAGEMENT GAME
By David Litteken, Senior Vice President, Asia Pacific Region, BI WORLDWIDE
61% OF THE 90,000 EMPLOYEES MADE
PERSONAL COMMITMENTS TO SUPPORT
THE STRATEGY AND THE GOAL WAS
ACHIEVED IN JUST ONE YEAR INSTEAD
OF TWO.
As HR and global leaders, we understand that change is
inevitable, and distributed workforce is here to stay. There
is certainly a shift towards a more hybrid work environment
which shall continue for months or years to come, but none
of us are certain of what the future has in store. Research
by economists from Harvard Business School shows that
1 out of 6 workers will work from home continually or
sporadically even after the pandemic. Another survey
conducted by Upwork states that 1/5th of the workforce
could be working entirely remote, which is 20% of
an organisation.
When the pandemic forced us to work from home, while
some found it stressful, others found it a dream come true.
However, this also led to a quick WFH burnout and now the
onus is on the leaders and managers to engage the staff
even in a hybrid work environment. We are all seeking to
enhance the workforce experience and research suggests
that workforce engagement is best achieved when there is
a culture of recognition, engagement and celebration.
London Business School and the University of California,
Davis, discovered that often, a virtual employee is
passed over for a promotion more often, and faces
lower wage hikes as compared to a traditional
worker.
In order to Recognise, we need to be creative with digital
solutions, to ensure managers and teammates are aware
of what everyone is doing, whether in the office or virtually.
For Celebration and Engagement, managers must make
added efforts to integrate virtual workers in the company’s
culture because they might feel isolated. We need to adapt
a Recognise, Engage, Celebrate approach (REC
Framework by BI WORLDWIDE) and think about designing
the system around the virtual workforce first.
Recognition
• Go digital with your Total Rewards Platform At BI
WORLDWIDE we too have a recognition tool called the
Daymaker, which elevates the result of your recognition
initiative with features like virtual assistants for managers,
service awards, social recognition, gamification, RPM
dashboard, Micro-targeted content, and more. Such
tools are a great way to make your employees feel
special while recognizing them for desired behaviours or
work well done.
• Host ceremonies virtually using event studios. Instead
of an employee travelling to an event to be recognised,
now his/her entire family can join in for it.
• Express Gratitude not just within the workplace, but
outside as well with clients, partners and vendors,
prospective clients and essential workers especially. If
you’re keen on doing it virtually, you can use BI
WORLDWIDE’s free appreciation tool called
https://appreciate.biww.com. All you have to do is add it
to your toolbar to get started.
Engage:
• Let your staff upskill for work and pleasure
• Involve your staff in the company’s strategies
• Build resilience so they are comfortable with being
uncomfortable
• Encourage them to share their feelings. They need
not always be positive.
Celebrate:
• Conduct weekly virtual round ups and celebrations
using platforms like Kudoboard
• Be creative using platforms like SongDivision, where
you can write lyrics and create music and sing along
together.
• Get interactive with team games, trivia sessions and
contests
• Encourage virtual coffee breaks by letting employees
connect with other employees who they barely know.
This is a great way to encourage them to be free and
vocal, especially the shy ones.
Real Examples, Real Engagement
Bridging the gap to drive engagement
A medical company we work with has fostered a culture of
recognition and celebration, and now because of a 10-year
journey, they managed to achieve a common goal by
engaging the complete workforce. We got 90,000
employees across the globe to follow one corporate goal -
to be prudent and save on financials in 2 years’ time. 75%
online employees and 90% offline employees were
edu-cated about the goal via online trainings, sessions, and
other means of communication.
David Litteken
Senior Vice President, Asia Pacific Region,
BI WORLDWIDE
3. “
Page 2 of 3
VARIOUS FACETS OF THE VIRTUAL WORLD
DOING ONLINE ENGAGEMENT, THE RIGHT WAY
By Surabhi Sharma, General Manager Human Resources, Coforge
Managers happen to be the frontline warriors who
are engaging with employees and hence need to drive
the employee engagement strategy as well.
This also involves a high degree of customisation, be it
employee wellbeing, connecting and communicating, or
recognising and celebrating. Only when a manager
understands it well and conveys it to the employee in the
same spirit will the engagement model be complete. Being
overwhelmed by online engagement was 7-8 months ago,
now it is based more on trust and setting the right goals as
everyone has settled in.
Rebranding made virtual
The three phases of getting it right
Our company recently underwent a rebranding exercise,
and it has certainly been challenging, owing to the current
hybrid model. The strategy encompasses building a new
Employee Value Proposition by identifying and articulating
what it means for internal and external stakeholders. We
got everyone on board and collaboration with a partner
who took us through a 3-phase journey. The first was to
involve everyone, understand the pros and cons via a
series of leadership sessions, surveys, and conversations
to understand their perspective.
In the second phase we articulated and revised the
proposition.
The third phase in progress is communication which is key.
Communication has to be done carefully, so as the reach
out to new joiners, old employees, vendors, suppliers, and
the complete ecosystem.
Drawing the line
Better time management
The biggest problem HR departments face today is
burnout and mental health issues as the lines between
work and personal life seem to be blurring. Initially everyone
was only concerned with business continuity and day or
night didn’t matter, but as we have moved on there is an
element of stability back in everyone’s lives. Therefore,
going forward, whether you work from home or from an
office space, flexibility is going to be key, which makes it our
responsibility as leaders and managers to handle better
time management. There needs to be a culture where HR
can openly voice the kind of working hours the teams are
putting in and the kind of leave pattern they want to
incorporate. Leaders and managers need to be made
aware of the limit of tolerance and once the teams are
aware enough, flexibility can seep in.
Speaking from experience
Engagement techniques that work
Firstly, recognition will be a key building block as it is the
need of the hour. While organisational recognition is
ongoing at our company, we actioned small nudges,
celebrations like Gratitude Week and Thankathon, and it
was surprising to see that while we have 11,000 employees,
we had over 15,000 recognitions on the portal. Following
the crisis, employees yearn for recognition.
The second technique would be staying connected, as
leaders, managers and HR need to know the pulse of the
organisation, so as to be prepared for uncertainties.
THE KEY POINTS FOR LEADERS ARE TO
UNDERSTAND THE COMPLETE
EMPLOYEE LIFECYCLE, MAP THE
PERCEPTION, AND THEN SENSITISE
MANAGERS ON POINTS THAT DRIVE
EMPLOYEES.
Surabhi Sharma
General Manager Human Resources,
Coforge
4. To align and integrate the workforce with the
engagement plan, every organisation needs to
decide what communication and recognition route
they want to choose and how much
communication they want to encourage. What
companies need to begin with is creating a robust
engagement framework and then plan key points,
that vary from firm to firm, to drive engagement.
“
Page 3 of 3
STAY AHEAD, INNOVATE.
INVESTING WISELY IN TECHNOLOGY FOR THE BEST RESULTS
By Sandeep Jha, Associate Director Human Resource, TIAA
WE NEED TO REPURPOSE TECHNOLOGY
BASED ON OUR GOALS.
To use tech effectively we need to incorporate a
framework that drives engagement. Ask yourself, what is it
that attracts people and keeps them going as they move
up the ladder - it is the kind of engagement that touches
emotions.
To give a recent example, WhatsApp is one channel that
everybody uses and even before a project begins, the
Whatsapp group begins. hence, to connect people right
from the get-go, organisations can consider WhatsApp as
an effective communication platform.
The second aspect is gamification which is tailored based
on every organisation size and there are multiple areas
where it can be used to build a culture of engagement. Like
a wellness app giving you a bronze medal after 10
workouts - that drives engagement and inculcates a sense
of partnership and competition.
Maximising Ideas for your Rewards
Programs
Rewards and recognition is one program, that you can use
well and invest wisely in. You can use plenty of features on
existing apps like Linkedin or Zoom and make employees
feel good about themselves. Conduct coffee sessions and
other activities that encourage casual conversations. While
you aren’t investing much in these, you are making good
use of the infrastructure and using it to its best potential.
Engagement isn’t always about activities. Sometimes it’s
are also about rebranding, repurposing, and reprioritising
how you convey it to the people. You can put in your best
efforts into a tool and drive results.
Special group engagement
The Process
Engagement needs aren’t the same for everyone. From
your potential candidates, to your new joiners and even
your existing employees, all have different requirements,
hence making it necessary to define a framework and how
to deal with it. Before the pandemic everything was
face-to-face, today even onboarding, thought the same
process, is entirely different. In the first stage
communication with the candidate is imperative so as to
ask questions frequently. IT equipment and documents of
any sort are sent way in advance, so they have enough
time to prepare. While onboarding them it is essential to
involve all teams who can speak on company policies and
the organisation as a whole.
Educate your managers
Imagine you launch a policy and bring in a framework.
Within an organisation, employee communication is well
set, but when they reach out to managers, they seem to
have just as much information as the employee. To avoid
this, conducting a soft launch for managers is always
a plus where you brief them, hand out books to grasp the
knowledge needed and enable line managers with enough
information. The biggest learning curve for managers is also
when they understand organisation better and believe that
it is okay to not be okay, be it themselves, or the employees.
Sandeep Jha
Associate Director Human Resource, TIAA
AFTER THE VIRTUAL CONNECT IS BUILT,
THE COMPLETE LIFECYCLE OF
TRAINING, GOAL SETTING AND
PLANNING MONTHLY OR QUARTERLY
BEGINS.