This will encourage people to come forth with questions, and with observations and suggestions that might not seem important enough for a full meeting. All this added stress makes it challenging to keep employees engaged at work. The implicit, almost unconscious ways we get information and reassure each other are lost when people go remote. Managers who succeed at meeting their team members’ drive to acquire: Be exceedingly clear on metrics and priorities. How to engage and retain your employees during Covid One-on-one check-ins and discussions. In addition, now that many schools and daycares are closed, some of your employees may have to balance work with caring for their children. This may be a good time as well to “[Challenge] employees to think more broadly about how they could contribute to making a difference for coworkers, customers, and investors.”. The COVID-19 pandemic has likely stirred anxiety around public health and the economy in your employees. Both of these drives, likewise, can go to extremes. The COVID-19 pandemic has not altered these dynamics as much as it has intensified or complicated them: A big question remains. Conduct Regular Check-Ins. One of the best ways to do this is to create a more flexible attendance and leave policy for hourly workers. Even if your strategy is still evolving, you can ease some of your employees’ fears by sharing how your company plans to move forward. Think about creative bonding experiences—an online talent show? But you can help your company – and employees – emerge stronger from the coronavirus pandemic with these top 10 engagement ideas. Fifteen of the top twenty drivers of employee engagement relate directly to an employee’s direct supervisor. Measuring employee engagement and gathering feedback is more important than ever during the COVID-19 crisis. How can we be supportive while maximizing productivity? As states and communities balance reopening with social distancing and other COVID-19 safety protocols, uncertainty around the workplace persists. Encourage them when necessary. Managers meet the drive to comprehend by: Do “office hours” on videoconferencing to replace the informal conversations you once had in the office. Sustain motivation. Boris Groysberg and Robin Abrahams. Managers should continually connect their employees’ efforts to the organization’s higher-level goals. Employees confirmed or suspected of being infected and their family members confirmed or suspected of being infected. These four drives—the “ABCD” of human motivation—are: The extent to which a job satisfies these four drives accounts for a large portion of how much an individual is motivated in their work. Bring me your early indicators and together we’ll devise experiments to tackle the challenge.’ Explicitly signaling you want to know about budding problems will enable greater periscopic vision and access to broader sets of solutions.”. Gift certificates for takeout to local restaurants, personalized miniature embroideries, and online classes in yoga (for adults) and improv (for kids) are only some of the creative rewards managers have given their teams. Engaged employees spend half the day at their desks and half the day communicating with co-workers; Engaged employees frequently share exciting new ideas with their bosses. Our CEO took a 100% pay reduction.”. COVID-19 Pandemic: Supervisor Tips & Tools for Motivating Remote Staff to Stay Engaged and Productive This guidance is designed to support supervisors in helping to keep University of Pittsburgh employees engaged and productive while working remotely during the COVID-19 pandemic. Typing is faster than writing, but not when you’re first learning. Colleagues are not going to overhear useful conversations while getting coffee. Encourage staff members to collaborate on a list of as many resources as they can find, like fitness apps with free trials, online therapy and meditation apps, food delivery apps, and credible websites with verified information about government-provided financial support. Don’t be afraid to give course corrections when necessary. With many restaurants, gyms, and other non-essential businesses closed, employees have limited outlets to relieve stress and entertain themselves outside of work. On the organizational level, this drive is usually satisfied through job design. There is no point to encourage senior employees to mentor juniors, for example, but only reward them for time spent with clients. They still receive benefits but no wages. Proactively and Openly Communicate with Employees. Plus, you may want to provide extra flexibility and tolerate some background noise. Encourage employees to tell you what they are doing well and how they are lifehacking. Note that we say performance, and not performers. It’s hard to replicate daily interactions with co-workers, casual encounters by the water cooler, or after-work drinks, but we are encouraging our employees to find time for virtual coffees, lunches, or even happy hours with their colleagues.” Job design may have to take a back seat to immediate needs at this moment because some companies may not be able to perform all of their usual functions, and others may be in all-hands-on-deck mode. To help you communicate and engage with your remote employees during the pandemic, we've gathered 20 best practices for making remote work work for your teams. Get everyone on video. Invite your team to come to you with problems, even if they don’t yet have solutions. Thankfully, there are several online resources available to help fill this gap. To some extent this is because of the balance required between two pairs of drives. Value collaboration and teamwork. Business School faculty. I wish they would have covered stuff in the attic before demolition of […]. Celebrate not only splashy wins but the steadfast, regular business-as-usual activities that are now being accomplished under extraordinary circumstances. The drive to defend is the desire to be known to have deserved the job and gotten it fairly, and to believe that the job will not be capriciously taken away. Organizations must focus on sustaining and boosting employee engagement during this uncertain time. With our operations totally shut down by the government, we had to furlough 90% of our team. The first is through whatever opportunities for learning, problem-solving, and creativity exist in the job itself. These practices are possible regardless of the amount of resources available, with the possible exception of the first. Top Best Practices for Managing a Remote Team. Identify issues before they become a problem. Connect with peers through social boards, team challenges, and social recognition. Employee engagement amidst the COVID-19 pandemic ... can do to motivate your employees and keep them engaged. Organizations with good reputations may be able to attract talent at a discount; the reverse may be true for stigmatized organizations. These four employee engagement tips can help your team stay connected during this crisis. Keeping employees engaged during Covid-19 requires two things: connection and recognition. This effect occurs not just because more drives are being met but because actions taken on several fronts seem to reinforce one another. How do we help employees with work/life balance?”, “How to keep people engaged and connected and OPTIMISTIC in appropriate measure while so many have so many competing personal and business and health and family issues right now.”, “Keeping spirits high in a sales environment. The four drives themselves, fundamental to human psychology, have not changed. Detail your company’s COVID-19 policy and how you will continue to nurture prospects or leads through email, text, and virtual face-to-face consultations. Organizations will need creativity in the coming months and years, and the most reliable recipe for it is to collide one way of thinking or body of knowledge up against another. Please give our technical team a call at 1-800-Roof-411. Keeping people in the loop is an incredibly effective way to drive employee engagement. Explain the business case, give them time to process. You can keep your team connected by using remote work communication technologies like Zoom, Slack, or Google Hangouts. Here are four employee engagement tips that can help your team stay connected and engaged. Engaged employees ask questions during meetings and show up to work on time every day. A former journalist, Satta holds a bachelor's degree in journalism from Boston University and a master's degree in journalism from Northwestern University's Medill School. If that’s not enough, then consider the actions many top companies have taken during COVID-19 in order to keep employees engaged. Evidence from 35,000 Startups, How 'Small C' Change Can Beat Large-Scale Rebuilding, Merck CEO Ken Frazier Discusses a COVID Cure, Racism, and Why Leaders Need to Walk the Talk, How Gender Stereotypes Kill a Woman’s Self-Confidence, “Keeping morale and motivation up amongst employees while they are dealing with the stress of COVID-19 as well as parenting/schooling children while working from home. During this pandemic managers may be the only witnesses of extraordinary efforts employees are making to stay focused and productive. Here are some tips to keep your residents involved even during the COVID-19 pandemic. Offer help before it is asked for. Allow time to go around the room and give all employees a chance to speak. Best practices include: Foster mutual reliance and friendship among coworkers. Therefore, employee engagement will impact how the organization recovers from the pandemic. Overcommunicate. Have a private, closed Facebook group where employees read about and post news and company updates, employee anniversaries and birthdays,and themed “spirit week” type contests. As a business owner, you can take advantage of this resource to provide financial support to employees and hourly workers. Show-and-tell of each team member’s favorite piece of art or travel souvenir? If they’ve been exposed to someone with the virus, a quarantine is always wise. The drive to defend, though primitive—it’s rooted in the basic fight-or-flight response—is nonetheless complicated. Performance may be based on factors besides the talent and motivation of the individual in question, such as job or market conditions. Copyright © 2018 GAF | All rights reserved. Best practices include: Pay as well as competitors. Here are the top 5 ways three Best Places to Work prioritized their people during COVID. Engaged employees meet their deadlines. Satta Sarmah Hightower is a freelance writer who covers business, healthcare and technology topics for a wide range of brands and publications. As they navigate... 3. With so many companies in flux, it may be possible to get good discounts or in-kind exchanges of items that team members would appreciate. A major and multifaceted concern that emerged is how to keep employees motivated when their world is crashing around them. Because of this, functions of leadership that may have been automatic must now be done explicitly and with intent. 6 ways HR can manage on-site employees during COVID-19 pandemic by Macy Bayern in CXO on April 22, 2020, 12:15 PM PST Gartner outlines six ways to keep workers safe and productive during … For our workers who have never worked from home, social isolation is deeply felt. In times of crisis, priorities can shift quickly. 6 Ways to Keep Employees Engaged and Connected During COVID-19 1. People are desperate for a chance to feel in control, as if they are making a difference. Use a video conferencing platform to hold virtual team meetings and create a workplace community. This understanding can transform even mundane jobs. ... you can host a variety of contests to keep your employees engaged. There’s no quick fix. Tie rewards clearly to performance. You can hold meetings weekly or bi-weekly and use them to share updates and give employees a chance to raise questions or concerns. Click to share on LinkedIn (Opens in new window), Click to share on Pinterest (Opens in new window), Click to share on Twitter (Opens in new window), Click to email this to a friend (Opens in new window), Click to share on Facebook (Opens in new window), construction companies are considered essential businesses, GAF Rewards to purchase gifts or gift cards. However, there are several ways you can make employees feel valued and emotionally supported during this difficult time. Inspire and show recognition with intrinsic and extrinsic rewards. The graphic below displays the four-drive ecosystem. Employee Engagement; ... and encourage efforts to keep remote teams engaged and connected. Hi John Harvard Business School Working Knowledge, Copyright © President & Fellows of Harvard College, Keep Your Weary Workers Engaged and Motivated, by Consider saying, ‘In our current world, we all have questions, few people have answers. Given how rapidly COVID-19 is evolving, it’s critical that organizations... 2. Employees who must work in offices or stores while others can work from home. Let employees know that it is acceptable to be frustrated or upset; those emotions are entirely valid. This should be based on metrics that are clearly tied to the company’s mission. What can organizations and team leaders do to increase fulfillment of each of the four drives? Uncertainty around the pandemic itself, and its effect on industries and governments, have increased people’s comprehension and defensive drives. Where some job responsibilities may have decreased or stopped entirely, new priorities have popped up to take their place. Employee engagement is driven by conscious direct contact between manager and employee. Are they leading, managing, and motivating their employees during these difficult times? Ideally, this should be done at both the individual and group (organization and/or team) level. Robin Abrahams is a research associate at HBS. 1. LEON. If you want to help your employees feel connected and engaged, especially in times of crisis such as COVID-19, follow these 20 advices: 1. Even if your strategy is still evolving, you can ease some of your employees’ fears by sharing how your company plans to move forward. Encourage sharing of best practices. You could also share information about local daycare centers that are still open for essential workers, use GAF Rewards to purchase gifts or gift cards for employees, and share links to continuing education and professional development courses online. Remote working isn’t everyone’s cup of tea. The holistic approach is worth more than the sum of its constituent parts, even though working on each part adds something. On the one hand, an individual or organization could become so intoxicated with experimentation and learning for its own sake that they have no strategy. Together, determine what activities and responsibilities staff should be focusing on in the short term. Employees joining the team during the response to the coronavirus. Allow time for team members to process losses with new technology and altered ways of doing things. Giving team members challenging assignments, Create a psychologically safe environment. Reduce anxiety and sustain team spirit. The major issue with remote workers and motivation appears to be feeling isolated and second-class relative to the onsite workers. Establish Open Lines of Communication. Employers should keep employees and contractors updated on the situation and invite them to engage in the discussion. At the moment our sales force has to work twice as hard for a quarter of the results. Avoid absenteeism and apathy. So be transparent with your employees about your plans and activities in this period. With video conferencing tools like Zoom and Google Hangouts, it's easy to keep your regular meeting schedule. Research by Harvard Business School Dean Nitin Nohria and colleagues suggests that people are guided by four basic emotional needs, or drives, that are the product of our common evolutionary heritage. Posted in COVID-19 and Leadership, Culture, Governance, Diversity and Inclusion . Here is a list of 15 ideas Digital Air Strike is doing and other small businesses can easily do to keep their employees engaged during this COVID-19 work-from-home period. Sense of contribution to the company show new skills or facets of personality! To lead and manage, we are encouraging and hosting virtual social time clarity! 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Within this system and their transparency and fairness must be on-topic and civil in tone, with the virus a...

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