As the world continues to adjust to the pandemic, companies worldwide are facing drastic challenges and embracing dramatic changes. Flexibility is the core pillar of building and maintaining an effective operational performance. Those who have managed to shift their work to the digital realm are now facing even bigger challenges.
Working remotely is a safe and productive solution if arranged properly. Thanks to the recent technology advancements, teams can accomplish coherent communication that results in high-performance capacity. However, insufficient supervision of employees’ engagement in work processes can be a drawback.
Remote work has its undeniable advantages that became crucial for many enterprises to survive. At the same time, it places unforeseen constraints on employees’ mental health and sense of community. Communication is the key to solving issues of demotivation and emotional drain. But what if communication is not an option anymore?
You can’t just approach your subordinate at the coffee point and have a heart-to-heart. Chasing after every team member on Zoom daily isn’t an option either. Moreover, recent studies have shown that the pandemic has significantly changed employees’ priorities and reduced their financial motivation.
Breach of the usual order of things can knock the bottom out of the most self-disciplined person. Introverts are better apt to working remotely, yet they aren’t an exception to the rule either. Loneliness and a novel working environment make it difficult to manage productive performance. Far from many can arrange a healthy work climate at home.
Besides, being torn apart from the community adds pressure. Some desperately need society and like-minded people to stay inspired and productive. But it is the false time-management approach that poses the greatest struggles. Wrong prioritizing, multitasking, and distractions are among the things that enhance professional burnout and cause demotivation.
Even if your business is thriving, don’t avoid checking on your employees’ engagement. They might hit the wall any minute now, leaving you with zero explanation but a voluntary resignation. It is not up to an employee to fight back demotivational factors, unless they are personal. It is the company that has to provide a healthy work setting even if working remotely—ESPECIALLY when working remotely.
Think there is nothing you can do, outside of hoping things will get better? Wrong! You can prevent your staff from losing motivation and productivity without financial incentives and extra perks.
First, you must provide your employees with convenient and unfailing communication channels. Forget e-mail; it’s not nearly enough to keep the sense of a productive working community.
Initiate a basic group chat for better communication flaws. Add channels unrelated to work to diversify and encourage knowledge-sharing. For example, invite your colleagues to join a hobby club. Create a fun channel with memes. Make a knowledge-base platform with useful online classes and helpful articles. Encourage your employees to open a dialogue, even if it’s taking place online.
Share useful tips and tricks to help employees stay motivated, organized, and focused, not only for an enlightenment purpose but also to share support and care. And most importantly, keep your staff updated on the company’s progress.
The best way is to initiate a weekly newsletter. Share everything that has happened in the past 7 days, highlight important achievements, enlighten them on current difficulties, etc. Your team must be aware of everything that is happing in the company. It gives a sense of security, a sense of community, and a sense of self-importance.
Uplifting Company Culture
Company culture is the heart of a work community, a shared vision that builds bridges between coworkers and guides them toward a common destination. It is more than just a set of rules, values, and goals. It is the meaning that stands behind the working process in general.
Time is the greatest asset entrusted by an employee to the company. Every member of the team must understand what his or her purpose of work is. According to this study, 66% of employees pay attention to the company’s culture and make it their top priority when seeking a job. Make sure to check that your staff has been introduced to the company’s set of values at the outset.
The next step is making your values infusive, specific, measurable, achievable, relevant, and time-bound. An unattainable goal kills motivation at the start. A repulsive working principle makes it difficult to choose between the moral compass and company priorities. Your employee must agree with the presented attitudes and practices and draw inspiration from them. Otherwise, it is a tinderbox waiting to explode.
When put to practice, company values become more than words—they become actions. And the best way to enable the action-taking process is by setting an example. This brings us to the final and most important step: You must embody the company’s culture and translate its purpose and significance to the other….
Source: HR Daily Advisor