As we continue adjusting to a world of ever-increasing social distancing, there are widespread debates over what is truly essential during a pandemic. Naturally, First Responders, Pharmacy Technicians, Grocery Store workers, etc., are essential. But many other industries have been deemed essential as well due to their involvement in the supply chain (including railroad workers, truckers, and auto mechanics). Other industries seem to fall in the gray zone of “essentiality,” such as home improvement and craft stores. What one person deems a luxury is another person’s “essential.”
Thinking beyond the definition of which industries are essential, given the changing nature of today’s workplace, it’s a smart time to think about what’s essential for today’s workers. Here’s a list of essential employee needs you can fulfill as a leader during these extraordinary times:
Does this scenario sound familiar? You identify a common skills gap within your team and express your concerns to HR/Leadership. They agree and say they’ve seen a similar issue. You ask for support/funding to train your team. You know they need it, and HR knows they need it, but senior leadership is reluctant to allocate the necessary budget. After all, they just spent tens of thousands on an updated virtual video library for their LMS.
Often, identifying the skills gap and the training/coaching solution is far easier than getting budget to fix the issue. Additionally, using a basic ROI equation like ROI (%) = ((Monetary benefit – Training Cost)/Training Cost) x 100 is short-sighted.Read More
Of all the concerns managers have about leading a remote team, perhaps one of the most daunting ones is how to effectively onboard a new team member to a fully remote team. In many organizations where remote work is an option, they still choose to initiate onboarding in person. In-person onboarding helps set the new employee off on the right foot and enables them to be effective in their new role quickly. While remote onboarding may not be ideal, with appropriate planning and effort the quality of the onboarding experience needn’t be sacrificed.
Here are a few tips for remote onboarding:
In just a few short weeks the general population went from having an awareness of the threat COVID-19 (coronavirus illness) had on their lives to being faced with possible shelter-in-place orders. When so much has changed in such a short period of time, it becomes hard to remember what “normal” business/life looked like even a few weeks ago. Even now, I’m having a hard time remembering what the most immediate stressors were in my own role a few weeks ago.
As global efforts to slow the spread of COVID-19 (Coronavirus) become more aggressive, many organizations are temporarily allowing their employees to work in remote teams. These proactive steps to reduce the risk of infection are prudent but not without challenges. The concept of working remotely is far from new—roughly 20-25% of the US workforce currently telecommutes at least part time. Yet, when polled, up to 90% of workers said they’d prefer the option to work from home at least occasionally. The technology to meet via video conference, instant message, group chat, and collaborate in real time on documents has been widely used for years. So, organizations that have not yet embraced the flexibility of remote work likely have deep-rooted beliefs about the impact remote working will have on communication, collaboration, and productivity.
The World Health Organization has advised that we should all be prepared for a global pandemic due to COVID-19 (commonly referred to as Coronavirus). In response, organizations are rapidly addressing policies, evaluating risk, and examining their disaster recovery plans. Whether the United States will contain the spread of the virus or not, there will be a significant global economic effect that may continue for some time. While some organizations are being proactive about offering remote working options even in areas where no infections have been reported, others are more aggressively working to prevent infection by prohibiting work-related travel and cancelling conferences.