, 10 Secrets From Top Talent Leaders: How To Increase Employee Engagement, Trust And Belonging During COVID-19 / Remote Work, our suggestion to make money from home:, 10 Secrets From Top Talent Leaders: How To Increase Employee Engagement, Trust And Belonging During COVID-19 / Remote Work, our suggestion for walmart products, tags, our suggestion for Diamond CBD Gummy products get your last business news our CBD oil suggestion, our suggestion for weight loss our suggestion for keto weight loss,, There’s a tectonic shift happening in our workforces. Things will never look the same, because remote work is here to stay; in June 2020, PWC reported 54% of CFOs now plan to make remote work a permanent option.  Remote work brings monumental new challenges for global organizations. The social cohesion that typically comes from in-office watercooler, casual coffees, lunch and HH moments have all but disappeared in our new remote world. Loneliness is currently one of the top reported problems from remote workers. So, I interviewed some of the top talent leaders from Fortune1000s to find out: how do we increase employee engagement, trust and belonging in the Age of Remote? 10 secrets from top talent leaders revealed below! 1. Ask the hard questions: We have a business health culture index. We ask employees a series of questions that basically gets at the question: ‘Is your job making you unhealthy?’ Our business health culture index is really important for us and, amidst COVID, 79% (2% increase YOY) are saying YES I’m engaged and I feel healthy.” – Dan Healey, Head of Human Resources, SAP North America 2. Be empathetic. “We had always had an innovative, market-leading vacation policy. We had a crisis leave and doubled it to 10 days by the end of March 2020 [we knew our people were facing a lot of pressure and pain]. We rolled it out across 24,000 colleagues. We learned 25% of our employees – 6,000 people – have used 8-9 days – and 75% of our employee base still have it available to them. This has allowed our employees to re-engineer their lives around childcare, elder care. We have virtually unlimited sick days, too. We just don’t want people burning staycation days if they need crisis leave [to take care of their loved ones].” – Dan Healey, Head of Human Resources, SAP North America 3. Create space for non-work conversations…and be thoughtful that sometimes people just want their time back. “We do Happy Hours on Zoom. We’ll have a drink together and focus on non-work topics – sharing tips on parenting, places to go, things to do during COVID. However, we keep in mind that people are appreciative of having time off, so we don’t over-schedule Happy Hours.” – Shawn Zimmerman, VP of HR at Cardinal Health. “My team I have daily standups, 15min, optional, no work talk. We check in on: how are we doing? How are we feeling? What’s going on with you? How is the pandemic impacting you?  I expected high attendance that would drop off when I started it, but it’s stayed consistent. One of my employees said the stand-ups “made her feel like she still worked at the company as opposed to being isolated and alone.” – Todd Davis, Global Talent Executive at IBM 4. Dial up social listening. “Our policy is listen, understand, and act, so we do a ton of surveying. Our 2020 people survey, called #Unfiltered, is a new continuous listening experience evolving from our once-a-year survey to a Flagship survey enriched by two Pulses throughout the year. What we learned: employee engagement rose 2% from 2019 to 2020 (86% are currently engaged). So our engagement has gotten better during COVID-19. What is an engaged employee? Psychologically safe. Happy.” – Dan Healey, Head of Human Resources, SAP North America 5. Help your sales teams transform. “We know our sales teams can’t visit their customers anymore [and this impacts them dramatically]. To help them hit targets, we’re running Virtual Summits, Digital Seminars to engage customers in new and meaningful ways.” – Shawn Zimmerman, VP of HR at Cardinal Health 6. Encourage you…


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