From virtual meetings to digital documents, online shared resources and more- the use of technology has opened a whole new world of possibilities in the workplace. From day-to-day operations to meetings and presentations, the use of technology has created opportunities for not only organizational growth, but also for employees to learn and grow in their careers.

As stated by Forbes, Zoom sees roughly 300 million virtual meeting participants daily. Crazy right? This is not only on a corporate or professional level, but also for personal use. But what does this take away from in-person communication? The ability to see human reaction and expressions. How can we integrate our calls so these important aspects are not lost? Try hosting smaller groups on calls, so the organizer and attendees can “read the room”. Virtual interaction is much different in a group of five versus a group of twenty-five.

Supporting remote work environments is still important. As SHRM states “most workplace experts agree that both remote and hybrid work arrangements are here to stay”. It is speculated that we will continue to see growth in technology as a whole, but also focusing on collaborative networks for remote and hybrid work arrangements. Giving employees the opportunity to work at their comfort level as well as with tools and resources they need instills the value they bring to an organization. One thing to consider with employees working remotely; are they working too long at home or becoming burnt-out? Create a “remote playbook” for employees who are working from home or working in a hybrid model. Consider the following elements:

 

  • What do meetings look like? How many meetings should employees be attending per day (average)?
  • Schedule a standing weekly team meeting. In this meeting, cover priorities for the week, wins from the previous week and leave time for questions. This does not need to be multiple hours- 30 minutes should suffice.
  • Promote flexibility for caring for children/family members. Many Americans have been tasked with the challenges of child/family care and remote learning during the pandemic. Set expectations with employees of tasks to be completed and offer support as needed.
  • Encourage the use of Personal Time Off (PTO). While being remote, many Americans are not taking PTO. Reinforce the need to step away from the office (or remote office) to prevent burnout.
  • Promote Employee Assistance Program (EAP) benefits that your organization may offer.
  • Allow employees to schedule one-on-one time with managers to review current projects, career goals and upcoming priorities. Communication is key!

Looking to hire employees this year? Nesco Resource is here to help! We offer customized solutions to fit your organization’s needs. With a diverse candidate pool and candidates ready to work- let us help you. Contact us today to learn more.