The pandemic fundamentally changed the way we work, how we work, and where we work. No one knows if the workplace will ever return to pre-pandemic standards, but we know we can now adapt. Remote-first companies should focus on lessons learned from the last 2 years and implement them into the next phase of their remote work strategy. This ensures organizations meet the crucial needs of both employees and the organization while making a solid case for a remote work culture going forward.
Below are some lessons I’ve learned from the transition to remote work and key areas where HR leaders can focus.
Lesson #1: Employee Health and Wellness Are Key
Until recently, companies have traditionally separated work from health and wellness, often claiming those areas were too personal or even “taboo” to discuss. But, according to The Deloitte Global 2021 Millennial and Gen Z Survey, we know employee health and wellness directly affect the success of a business. So, let’s be honest for a moment.
Employees spend at least half of their waking day focused on work, but they still have needs for mental, physical, and emotional well-being. Outside forces also play a huge role in employee wellness. The last 2 years have been fraught with a pandemic, social activism, extreme climate events, and political unrest. As a result, employees need extra support, especially from their leadership teams. That requires not only a compliant approach but also a compassionate and understanding approach. Here are easy ways to start:
- Work with leaders and employees to form affinity employee groups. These are safe forums to discuss what’s on their minds, the challenges they are having, and how it might be impacting their work.
- HR and managers need to make themselves available and approachable. Make it clear there are no stigmas or retaliation for employees seeking to improve their wellness while at work.
- Ask employees what they need, and listen. Of course, companies cannot meet every employee’s needs; however, we can survey, assess, and address those wellness items.
It is worth noting that being remote has changed the commitment to employees and how we perceive them. Now at home in their “natural habitat,” employees innovate, grow, collaborate, learn, and succeed in a more comfortable environment. In addition, remote work allows employees to blend their health and work lifestyles more seamlessly. Without the hassle of physically being in an office, employees can carve time out of the day to exercise, meditate, continue education, and see families more often. As a result, companies have an excellent opportunity to encourage self-guided wellness actions that lower stress, increase productivity, and create a well-rounded workforce.
Lesson #2: Recruiting in a Remote-First World
More and more people are looking to work for companies with remote-first work cultures, and companies are responding by recruiting in different states. In addition, organizations are now considering going global. As such, recruiting strategies need to be adjusted to fit today’s employment landscape. The first step is to commit to creating a diverse workforce. It is often said pipelines are limited or simply not strong enough to recruit a well-rounded, diverse workforce. However, ample pipelines, agencies, and job boards are dedicated to hiring a diverse workforce. If companies open themselves up and step away from traditional recruitment tools, their channels will grow.
Second, remember that 2021 was a big year for people changing jobs and companies. Many candidates report recruiter fatigue, as they receive multiple e-mails from recruiters weekly. As recruiters and companies, it is worthwhile to have compassion for this and its impact on potential candidates. Acknowledging this and understanding the current bandwidth of your potential candidates are excellent opportunities to highlight your company values.
Ultimately, hiring remote employees and tapping into talent channels with no geographical constraints allow companies to have a broad selection of quality candidates with various backgrounds and skills. In the long run, this will make a company more competitive, ultimately positively affecting any business’s bottom line.
Lesson #3: Maintaining Culture from Near and Far
An essential part of attracting quality candidates is creating and maintaining company culture. That way, new and current employees will want to be a part of it and will continue to help it grow. One question many HR professionals often consider when assessing a remote-first work model is “How do you keep your culture alive?” Some believe this is only an organic experience through in-person interactions. However, HR leaders with a remote-first culture should focus on communication, maintaining a friendly and collaborative culture, and enhancing the ease with which employees connect personally. By doing this, they keep morale alive and growing.
However, it’s not all easy. Companies have to make plans and be proactive in maintaining and growing the cultures they desire. New hires take a little more effort to connect with other employees. Leaders will want to establish a friendly and compassionate environment, and it can be challenging if new hires cannot connect with other employees. A simple way to start is by creating spaces online through Slack and other programs for staff to share their personalities, interests, and passions and utilizing some of the cheap, if not free, options to connect employees, such as Donut on Slack. They should take lessons from the remote-only companies that came before and remember to remain flexible and open to new ideas—and, above all, listen to what employees need.
Heading into the new year, it will be crucial for companies and HR leaders alike to take a hard look at their current remote work policies and reevaluate them to meet their employees’ constantly changing needs both positively and progressively. Of course, no one knows what the future holds for the workforce. However, this is an opportunity to create an environment for new and current employees that encourages a healthy work/life balance and cultivates creativity, collaboration, and productivity. The key takeaway is to learn from today’s experience to inform tomorrow’s best practices.
Jewel von Kempf is the Head of People at Coinme.
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