Retaining employees in a period of uncertainty
During periods of uncertainty, employee retention and engagement are a threat. Losing employees at a high rate is extremely costly, especially since recruiting them is challenging.
People feel insecure and don't know what the future holds. In some cases, they need to adapt their work style and even environment.
It's a common trend for employees to want guidance and reassurance during unsure periods. How do you provide this while not being able to offer people their regular work routine? Currently, many people are forced to work from home or can't visit any remote offices anymore.
Consultants lead the way
HR and people in manager positions fear that their employees will become disengaged or won't be as productive at home as they are in the office. A rational concern? Yes, but nothing that can't easily be solved.
Let's take consultants for example. People that work in consulting are constantly going from project to project and company to company. Still, they don't jump on the first opportunity that comes along. They are regularly coached on their strengths and weaknesses, and look for a company that supports them in reaching their personal goals. You might argue that consultants are used to this environment, and that it cannot be compared to being forced to work from home. However, consultants also had to 'learn' this way of work. One big aspect of making this a success is having a tool that can document and facilitate everything from performance appraisals to setting OKRs, giving feedback and even measuring engagement.
Consultants also had to learn how to work remotely. With a tool, you can accelerate this process.
Employees that work remotely are physically disconnected from the office and their employer, but If you have this support mechanism that allows you to offer a listening ear and take actions on the spot, especially in uncertain times, you make employees more connected and engaged. Storing employee data will not only help you make better talent decisions on the spot, but will also help you in the long run during performance appraisals.
Download our remote working guide for managers and HR for more in depth information!
3 steps to stay on top of your remote workforce as HR
- Measure employee engagement and ask questions that reflect the current situation in your organisation.
- Follow-up on your managers and how they work with their remote teams.
- Quickly follow-up on engagement decreases and take timely action.
3 steps to stay on top of your remote workforce as a manager
- Plan a weekly 10 minute one-on-one conversation with every team member to discuss their general wellbeing and performance.
- Be available. Employees will need to get used to this new way of work. Support them wherever they need it.
- Keep track of engagement levels at all times. Quickly act on decreases.
Interested in how we facilitate remote working for your company? Let’s talk!