In 2020, the pandemic caused a massive economic shock that resulted in business dislocation and mass layoffs. With the duration of the pandemic still uncertain, many businesses have mustered the courage to venture into the “new normal.”
The hope brought by the rollout of vaccines this year in some parts of the world made companies look forward to bouncing back. This includes setting new business goals—specifically, HR goals. According to Harvard Business Review, to help your company find a recovery path, you must adopt a complex mindset and start collaborating with your employees.
With the whole workforce in mind, we will discuss specific goals to set with your HR team to help you recover and function in the new normal.
1. Build a virtual training program
Even before the pandemic, virtual training programs were already being conducted to improve employee performance, increase work productivity, and address the company’s weaknesses.
A conceptual study shows that having training programs also helps organizations create employee development programs. Having systematic training will improve workers’ skills and benefit the company as a whole by remaining competitive.
Conducting training programs will ensure that your employees can continuously upgrade their skills set for remote working. Since everything is done online, professional development is within reach. No need to worry about cutting off an hour of work as these programs are accessible and flexible to fit in your employees’ schedule.
2. Hire the right remote employees
Employees are the heart of an organization. To help you survive the remote set-up, you must hire the right people. Admittedly, not everyone can easily fill the spot; you must discuss the qualities and skills ideal for a remote worker in your field with your HR team.
First, remote employees must be trustworthy. Without physical interaction, your relationship must be built on trust. This would mean that your employee must possess the right motivation and propensity to act. They must also be creative and an expert in technology, given the work-from-home set-up.
This creativity must also be seen in their problem-solving skills and ability to withstand challenges with minimal support. Lastly, a remote worker must be good at communication. Most correspondences happen via email and chat; that’s why knowing basic email etiquette and concise writing skills are needed for clear and effective communication.
To ensure that you get only the best talents for your workforce, a recruitment agency in the Philippines will help you strategize for remote hiring suitable to your job function.
3. Reward performance
Just like how kids get a star upon finishing their school work, your employees must also be rewarded whenever a commendable behavior is observed. Having a positive environment for your employees through a rewards system will help them stay motivated in providing exceptional work behavior.
Besides motivating them, rewards increase work satisfaction, thereby keeping your best talents from leaving your company. This is especially true for workers with extrinsic motivation, which involves compliance and seeking external rewards (Gagné and Deci, 2005).
You can do it by giving financial incentives like a performance-based bonus or a much-needed salary increase. Having an “employee of the month” to recognize their hard work can also be a good way of optimizing productivity. If you want it straightforward, a simple “thank you” or “good job” also goes a long way.
4. Shift the employee experience successfully
Prioritizing employee experience improves satisfaction, productivity, and engagement. In a Forbes report, 94% of executives who prioritize employee experience indicate that their ability to adapt to remote work is a competitive advantage.
The shift is more than just establishing a rewards system as it also considers the overall enjoyable experiences of every employee. It encompasses an easy application process, giving feedback, and having team building.
Maintaining an accommodating environment at first contact with employees until they leave work makes their experience meaningful. Investing in them first will indeed impact your business’ competitive advantage and growth.
5. Restructure workforce distribution
Reorganizing your workforce does not have to be a negative thing. Yes, it will be tedious to restructure everything to fit the remote business agenda. To make it positive, the first thing to do is to change your mindset. Think of it as a transformation by making more with less.
To restructure the workforce successfully, you must plan carefully with your HR team by identifying the talent required and deploying it to where it is critically needed. Focus on the key tasks and responsibilities and think beyond your workforce’s existing roles. Anticipate future needs amidst the pandemic to determine the gaps and risks in the current set-up.
A Collective Action
To survive in these uncertain times, it is essential to focus on the company’s collective effort. Adapting optimal collaboration cannot be achieved if the employees are not motivated. That is why prioritizing your employees to improve productivity and satisfaction is crucial towards recovery.
Remember, the workers are the most essential assets of your company. By cultivating a positive environment, you improve their engagement and put your company at a competitive advantage. Similarly, setting all these HR goals does not depend solely on you and your HR team, but your employees, as well. Having these tailored to their needs will help you start on the right foot to recovery.