What Are Effective HR Strategies for Accommodating Remote Work?
EmployeeRelations.io
What Are Effective HR Strategies for Accommodating Remote Work?
In the ever-evolving landscape of remote work, we've gathered insights from HR professionals on how they're reshaping their strategies. From recruiting for remote experience to embracing flexibility and communication, here are four takeaways provided by HR Consultants and Heads of Human Resources.
- Recruit for Remote Experience
- Intentionally Manage Remote Options
- Establish a Feedback Culture
- Embrace Flexibility and Communication
Recruit for Remote Experience
The work environment has changed from a recruiting and retention standpoint, as many highly-skilled individuals prefer remote or hybrid work. To meet talent needs, HR needs to recruit and hire people who understand and have experience working in such an environment and can balance a flexible work environment with productivity and excellence. In addition, they must create a strong remote team culture with collaboration and connectivity. They can do this through creative means and utilizing technology platforms that enhance communication. Finally, communication is key. Managers and teams must set very clear expectations for communication and work expectations.
Intentionally Manage Remote Options
There has been so much data that flexible hours and the option to work remotely are driving forces for employees choosing to stay at a company, or opting to leave for a company that can better meet those needs.
It's important to find the balance of meeting the business needs and meeting the employees' needs. I advise clients to seriously consider every option and steer clear of 'this is the way we've always done it.' If we offered remote work, what would the impact be?
How do we make sure we are promoting communication and collaboration?
Does the schedule need to be 8-5, or can there be flexibility?
Does fully remote work, or would a hybrid be better?
How do we still have a strong culture when we're not all together in one place?
Companies must look at the business reasons for each decision. The biggest takeaway is being intentional about the course you decide to take. Offering remote work can impact your hiring, retention, engagement, and development of employees. It may require your company to do things differently, which can be hard. The key is being deliberate in managing the change.
Establish a Feedback Culture
Constant check-ins and feedback loops have been critical to managing remote teams. Managers have weekly one-on-ones and send surveys to track employee well-being and engagement. This communication cadence helped us know when someone needed extra support or was struggling.
The main lesson one can draw from this is the importance of a regular, structured, and open feedback culture in order to make remote workforce management work. Day-to-day, clear communication channels need to remain, and, in this way, employees feel heard and included, which is crucial to making a team thrive and a company to be built upon trust. In this way, issues are spotted early on and solved, leading to higher employee satisfaction and productivity in a remote work setting.
Embrace Flexibility and Communication
To accommodate remote work, we made several changes:
1. Enhanced Communication: Implemented Slack and Zoom for seamless team collaboration.
2. Remote Onboarding: Developed virtual orientations and regular check-ins for new hires.
3. Flexible Policies: Introduced flexible hours to fit different schedules, focusing on results.
4. Well-being Programs: Launched virtual wellness initiatives like yoga and counseling.
Key Takeaway:
Flexibility and communication are key. Embracing flexible policies and strong communication has kept our team productive and satisfied, proving adaptability is essential for remote work success.
