This full year of leaving behind the traditional way-of-work and shifting to a new “normal” has brought more ways to challenge an employee-manager relationship than ever. Being part of a once-in-a-lifetime crisis offers quite an acute vision to convince it as “a normal way of life”, especially in the case of a business environment.
Today, employees stand rooted out of their routine and are confined to work within the same four walls- with added responsibilities and lesser resources. The acceptance and acknowledgment of this emotional-roller-coaster of a situation are exactly what remote employees need at the moment.
“As many as one-fourth of UK employees could end up working from home for good, bosses anticipate, as companies plan for permanent changes after Covid.”
Considering remote-work is expected to stay in the corporate world even after the pandemic settles, managers need to help make it a “new normal” for their employees- irrespective of the obstacles.
As a manager one can not sit idle, let alone ignore the challenges that remote-work culture has brought with it. Therefore, an effective strategy that includes techniques to combat such challenges must be implemented to ensure the employees are well supported.
Here in this article, we have listed 4 such ways with which management can Support Remote Employees in a Pandemic.
When employees are engaged with their work, they’re more fulfilled and more motivated.
That ultimately leads to higher productivity.
Develop engagement strategies and use the online employee engagement survey to seek meaningful data.
The crisis caused by the COVID-19 pandemic is the current scenario with which companies find themselves and is one of the greatest challenges for HR professionals.
It is the workers and their daily tasks that mark the operation of a company, from the finance intern to the national sales manager, each one has a role, achieves objectives and represents value for the company.
Promote remote activities among small random groups.
Those responsible for human resources must be aware that it is an exceptional situation, and when it ends they need everyone to be as committed as when it started, they will also need an extra to be able to resume a rhythm of work damaged by the stoppage of many operations.
For example, create remote weekly yoga meetings, or meet them to see a movie and then comment on it, propose a simple cooking class, or even create hour-long sessions with entertainers who virtually entertain the little ones, giving that respite to part of your workforce exhausted from having to reconcile work with children.
Create a weekly # to comply and promote it on the internal social network or even on the company Linkedin Aren't celebrities challenging each other?
