The relationship between managers and their direct reports has undergone severe stress testing during the COVID-19 crisis. Unfortunately, according to a Career Builder survey, 58% of managers have never received training in people management. In turn, HR leaders should not expect that managers are well equipped to support remote employees.
So, what do managers need to do differently to engage remote workers? Some of the answers can be found below in the four tips:
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Providing remote workers with the technology they need to be productive is vital. However, a far greater challenge exists in addressing the emotional needs and interactive routines of employees who work from home.
Our latest Trendicators Best Practices Report, Rethinking Remote Work, explores imperatives for optimizing your company’s bounce-back. Much uncertainty still exists regarding the timing for the release of a successful anti-virus vaccine and the speed with which the economy will recover. Yet, this much is certain: tens of millions of employees will continue to work from home beyond year’s end, and a significant percentage hope to continue working remotely after the crisis subsides.
If you have attended an HR tech conference or if you follow HR influencers, then you know that the technology used to interact with employees and manage data is evolving faster than many organizations can keep up.
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People are asking for advice and ideas around the new work from home scenarios that employers and employees are facing during the COVID-19 pandemic. I have rounded up the following things you can expect to come across, if you haven’t already experienced it, with your virtual workforce. The most important takeaway: make time in your regular one-on-one meetings with remote staff to find out what’s going on behind the scenes of their new “home” office, find out their personal needs and monitor their overall health and well-being.
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