https://rebrand.ly/Diabetes55 https://rebrand.ly/Web-hosting-discount https://rebrand.ly/ways-to-makemoney, 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: https://rebrand.ly/makemoneytips https://rebrand.ly/best-vediomaking-tool, 10 Secrets From Top Talent Leaders: How To Increase Employee Engagement, Trust And Belonging During COVID-19 / Remote Work, our suggestion for walmart products https://rebrand.ly/best-walmart-productss, tags, our suggestion for Diamond CBD Gummy products get your last business news https://rebrand.ly/news1100 our CBD oil suggestion https://tracking.diamondcbd.com/SH335,https://rebrand.ly/Best-CBD-oil-herryup our suggestion for weight loss https://rebrand.ly/flatbelly-weightloss our suggestion for keto weight loss https://rebrand.ly/best-ketodiet-customs,, https://rebrand.ly/sexybody 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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