During the pandemic, employers used Zoom to meet in person; However, Zoom’s happy hours and standing meetings began to tire employees so much that they stopped showing up for work. In attempting to bring the energy from the office to remote working, employers have lost the small stake they received. In response, companies have recalibrated their zoom strategies and are using alternative methods. It is important to create opportunities that motivate and engage remote workers. Dedicated to the organization to establish effective teleworking policies and procedures. The employee relations management team can use these simple tips to ensure a successful working arrangement for remote workers.
Schedule Regular Video Conferences
With smartphones or laptops, video conferencing is almost as good as meeting in person. Observing and interacting with colleagues in real-time strengthens working relationships and promotes a sense of community among remote employees. An organization’s culture can quickly turn into one of recurring video “meetings”.
Coworking
Coworking is a form of remote working in which people who work for different companies or who are self-employed share a space that includes office equipment such as computers, conference tables, relaxation areas, and even children’s rooms. It increases networking opportunities with others and enables learning from others in different fields, all face-to-face. Many coworking spaces also host happy hours and other after-hour events. For employees who are interested in working remotely but enjoy collaborating and interacting with others, coworking could be a great option.
Let’s Go to Lunch
A lunch break is a great time to chat and connect with remote workers. Plan individual meetings or small breakout lunches in the new restaurant that everyone is talking about. After meeting with a client, schedule coffee or lunch with a remote agent when you know you will be over.
Technical Support
It is important that remote workers have access to the technology, software, and files they need to do their jobs. Access to internal systems, automatic backups, and reliable IT support is crucial. In order to be able to efficiently solve problems remotely, IT departments need to be reachable by telephone or other means in addition to computers. If an employee’s computer is down, they won’t be able to fill out a help desk ticket.
Evaluation
It is particularly important for managers to be aware of the biases in performance evaluation when evaluating remote workers. A manager’s biases are unavoidable, but to remain objective, he or she should focus on the job and not on other factors such as the work context or arrangement. Employee performance should be measured by outputs, not how much one on one time is spent with the employee.
An employee who works remotely can feel very different from a manager who is in the office every day. These biases must be identified and avoided through training.
HR consultants Sharjah have started taking these measures to improve the connection between the employees and the employer.
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