[ad_1]
The opinions expressed by Entrepreneur contributors are their own.
Employees are saying loud and clear that they prefer working remotely. In the survey, 98% of workers said they would like to work remotely at least part time. And 63% think remote work is the most important factor, even more than salary, when choosing an employer.
Going remote presents many opportunities for organizations, especially when it comes to recruiting talent and reducing overhead costs. Still, several challenges remain, including how to keep employees connected, engaged, and loyal.
Many companies implement simple, low-cost employee engagement programs that include annual company events and weekly video chats. But these “out-of-the-box” strategies for building engagement go a step further, helping you value your employees as people and understand what’s most important to them, from work-life balance to self-care to financial incentives. Show your employees that you know what’s going on.
You don’t need to incorporate all five of these strategies, but just one can clearly demonstrate your appreciation for your employees. You might also want to start adding more strategies, since engaged employees are not only more productive, but also less likely to quit. Improve your organization’s success rate.
Related: How to build a vibrant organizational culture in a remote workplace
1. Take employees to training camps outside the company
Fully remote organizations often hold annual onsite gatherings where employees can connect in person. However, many of these gatherings are work-focused and sometimes include evening social gatherings and events. All of that is great, but why not create an event that centers around relaxation, connection, and self-care?
Company retreats with sessions focused on individual or team development not only provide an opportunity to forge deeper connections, but also provide opportunities to learn things like how to defuse a customer’s anger or how to adapt to the stress that comes with a promotion. You can also teach your employees valuable soft skills. .
recommendation: Discuss what your team enjoys and hopes to get out of the experience, and tailor the retreat to your team’s needs. That way, everyone can leave feeling valued, rested, and motivated.
2. Introduction of a four-day work week
For many employees, each day is a maze of meetings, making it difficult to find time to complete tasks or start projects. This can leave employees feeling overwhelmed and stressed. With burnout affecting nearly three-quarters of all employees, it’s important to take employee stress seriously.
By implementing a four-day work week, with no meetings or customer interactions on the fifth day, employees can take the time they need to catch up and complete projects without interruption, or take well-deserved time off. You can enjoy it. Not only will you be more productive during his scheduled four-day workday, you’ll prevent burnout and show your employees that their health is important to you.
recommendation: Give your employees the peace of mind and confidence to take time off when they need it. Review the level of work to determine if productivity expectations are reasonable and people can balance working or not working on any given fifth day.
3. Provide financial benefits
Mental health is extremely important, but mental health care can sometimes feel like an afterthought, with insurance plans only covering psychological care. Consider implementing a wellness program where employees receive a monthly paycheck for self-care, such as gym memberships, massages, spa treatments, yoga classes, or even subscriptions to mental health apps.
Empowering your employees and offering them choices about how they spend their health benefits shows that you, as an employer, acknowledge, value, and understand their personal needs and preferences. .
recommendation: Encourage employees to take advantage of new benefits with regular messages and reminders in internal communications.
Related: Don’t underestimate the importance of employee health. Your business will be the hardest hit.
4. Encourage peer-to-peer financial awareness
Praise during weekly all-hands meetings and other verbal acknowledgments are nice, but when it comes to the workplace, nothing says “I care about you” like a financial reward. Platforms like Motivosity and Bonusly enable peer-to-peer financial recognition and help organizations build a culture of gratitude. Through these platforms, each team member receives a monthly budget to support colleagues and tip them for good work. This system not only motivates employees and promotes teamwork, but also ensures that extra efforts that are often overlooked are recognized.
recommendation: Clearly define the actions and outcomes that deserve financial recognition and ensure consistency and fairness in the recognition process.
5. Offer paid downtime
The “water cooler” has always been a symbol of casual personal interaction in an office environment. With remote work, such interactions can become rare. Perhaps you just want to chat on a video call and connect for a few minutes before another colleague logs on. Paid downtime, such as allowances for virtual team lunches, can help facilitate these types of social interactions, allowing team members to connect on a more personal level without disrupting work-related discussions. Masu. By getting to know each other better, team members can develop a sense of camaraderie and belonging that can often be lost in a remote environment.
recommendation: Create dedicated communication channels for casual conversations and allow team members to connect by sharing personal interests and hobbies. These moments of connection contribute to a positive team culture that impacts the entire organization.
Employees want to feel valued and supported. By offering them financial rewards and new ways to connect, you build employees who are interested in your organization, engaged, loyal, and willing to contribute to your company’s success.
Related: Reinventing remote work — 10 unconventional strategies to create a culture of engagement and innovation
[ad_2]
Source link
