Find out what your employees are struggling with on a daily basis and seek to provide a solution. It is important to set clearly defined goals and success metrics so that you know if what you implement is working. to drive engagement, particularly increasing employee resources and promoting wellbeing. Employee Engagement during the Coronavirus. Employee engagement during Covid-19. Email. Get the whole team involved if possible. Don’t just celebrate the victories within the teams, praise employees and teams across the board – use your internal notice boards to pass on your thanks. Organizations that are doing these practices are Genpact, Accenture, Deloitte, AMD, and Hinduja Global Solutions. hosts monthly ‘troop talks’ bringing together 10+ employees on Zoom to discuss a pre-arranged topic such as sharing recipes, or discussing apps they can’t live without. Effective recognition not only motivates the recipient but can serve as a strong signal to other employees of behaviors they should emulate. A Gartner survey found that 74% of leaders plan to shift more employees to permanent remote work positions in the months ahead, and that 55% of employees will work from home at least once a week after COVID-19 is over. Recent researchfound that employer communications are the most trusted source of information about the coronavirus. Harver helps the world’s leading brands to hire digital and hire fair at scale. Here are a few tips and tricks to keep the communication two-way, consistent, panic-free and productive. Companies have shown far greater agility because much more significant changes have been made as a result of COVID-19. This includes tracking how companies have treated their employees, which will be important in their later recruitment and retention efforts. In this post we highlight resources, tools and ideas from Europeana … Celebrate (small) victories and recognize your employees, key to the manager’s ability to give feedback, tools that are currently offered free of charge. Or hold a small training session on best practices for WFH. For those who aren’t used to working remotely, cabin fever may be setting in and people are feeling the strain. Those organizations doing these kinds of engagement activities for their employees are learning new skills and developing themselves. It's in times of crisis when employee engagement is necessary to keep a workplace thriving. Creative ways of office engagement can succeed in providing a semblance of normalcy for the employees. According to Sarkar , in employee engagement, new dimension included by the organizations is family engagement, to keep employees' kids engaged for a few hours while their parents work from home during COVID‐19 lockdown. Therefore, planning Employee Engagement during the COVID 19 pandemic is very important. have a dedicated Slack channel called #watercooler for virtual conversations. As COVID-19 continues to spread globally, so … There is no doubt that India Inc began taking action to educate employees for a safe working environment at the onset of Covid-19. And to get the most out of remote employees, you need to enable them to work collaboratively as if they were actually next to one another. He is passionate about topics such as SaaS, productivity, Android and iOS, general technology, and business.… View full profile ›. When you need your employees to step up and work together, your culture can really flourish. Our comments are moderated. —Rahm Emanuel . Everyone knows that, right?We’re in an age where there is a distinct lac. A: Measuring employee engagement becomes easier with a plan. Due to current coronavirus pandemic employee engagement may have dropped, this might affect the organization productivity as well, but it’s one of the most important initiatives to keep at the forefront to be successful through engaging employees at home effectively. Continue to invest in your leaders Many organisations have put their leadership development programs on … Apr 01, 2020 • 9 minutes. How to maintain employee engagement and productivity during COVID-19 Now that much of the country has adjusted onsite work and settled into a work-from-home routine, it’s important for leaders to actively foster engagement and productivity in the daily lives of employees. Each employee will snap a photo of themselves working at the coffee shop and will post it to the team chat group. Allow them to submit questions anonymously during (virtual) meetings so that you can address everyone’s issues can be address. Therefore, when the ability to be social is snatched away from them, a dip in performance and general well-being is to be expected. Employees working under inclusive leaders are 39% more likely to be engaged. Now is also a good time to encourage your workforce to use any learning and development initiatives that you have in place. Ask them multiple-choice questions so they don’t feel like the onus is on them to provide the answers. Virtual communities for casual interaction, Mentee-Mentor setups, etc., though not directly related to work, can really help employees feel connected even as they work remotely, thus encouraging overall well-being and positivity – so important for professional performance. Here are some suggestions, based on our employee engagement research, on how you can create the best employee experiences possible in this difficult situation. Employees are feeling committed to the organization and stay motivated during this tough time of COVID‐19 pandemic. You may not feel like now is the right time to be demonstrating your corporate and social responsibilities, but showing employees that you care more than just about your bottom line will stand you in good stead, not just now, but in the future too. Essentially, engaged employees will be the hardest workers, the ones committed to staying with an organization long term and who make the most contribution to the company’s bottom line. What’s more, many organizations are suddenly having to manage more remote teams. Your employees are looking to you - so show them you are answering their questions, concerns, and needs. Most companies (61%) are helping external stakeholders affected by COVID-19 and have engaged employees directly in … Cloud-based collaborative applications like Google docs and sheets. value in a company. Your employees are the foundation on which the company is built, and if the foundations start to crack, the whole organization can come tumbling down. Essentially, just because your team is having to work remotely, doesn’t mean team members have to feel isolated. They’re the ones who know the issues the best, so they could also know what might remedy the situation quickest and most effectively. Historically high employee engagement during the pandemic clearly benefits organizations. Instead, bring employees into the fold and give them frequent updates – if people don’t know what is happening, they can’t be fully supportive and engaged with you. Maintaining employee engagement has become more important and more challenging during lockdown. Make sure that the engagement efforts are continuous and not one-off attempts. indicate that their organization is providing regular updates. Being inside 24*7 has greatly changed the concept of ‘working hours’ and employees often struggle to cope with that kind of change, especially when family obligations come into play, more often than not for working women. Creativity: Now that the long-established ways of working have been put on hold for the time being, companies must find creative ways of getting work done that can rope in the entirety of the work culture – from team-building exercises to theme dress-codes, from company dinners to festival celebrations. 3 min read. Mental Health: The first thing that a company must do to ensure employee engagement is to do an assessment of the psychological condition of an employee, considering a drastic change of pace in daily life and the rampant spread of a dangerous disease are both issues that are serious enough to affect every human being, irrespective of pre-existing conditions. The activities are intended to help managers maintain employee performance and engagement in the throes of a pandemic. A survey or a questionnaire are great ways to gather feedback about how your employees are feeling on a day to day basis, as well as how they feel about the company as a whole. psychology.org.au 2 Others have characterised work engagement as feeling energetic, enthusiastic, alert and feeling pride towards their work outcomes. But besides dealing with operational issues, many HR professionals are having to come up with creative employee engagement ideas for remote workers, while also juggling the everchanging FFCRA law, and creating COVID-19 related policies. The activities are intended to help managers maintain employee performance and engagement in the throes of a pandemic. are beneficial in these kinds of situations. Customer Experience vs Customer Satisfaction: What’s the Difference? That’s because, deep down, most … 7 Key Advantages of Cloud Computing for Your Business, Image: How to Write Acknowledgement Email Replies (With Samples). Companies are preparing to reopen their physical offices in China over the coming weeks while continuing to support colleagues working remotely. The significant impact of the COVID-19 outbreak on employees’ personal and work lives is leading to employee anxiety, frustration and burnout. During a crisis, don’t forget about your core values and your company culture. In the present business situation during the COVID-19 pandemic, employee engage-ment has become one of the utmost prominent primacies for human resource man-agers and practitioners in organizations due to lockdown. Employees need to receive constructive feedback to be productive, especially in challenging circumstances such as fast transitions to working from home (WFH). If your employees don’t use these tools or don’t know how to use them, onboard them quickly. These activities help in collating data about how exactly do the minds of the employees work and make it … Not informing your employees doesn’t help keep them feeling secure and engaged. Employee motivation: Line manager briefing Coronavirus: Ensuring the wellbeing of those still at work. Instead, try these 7 alternatives. Linked In. It's in times of crisis when employee engagement is necessary to keep a workplace thriving. Employee Engagement Software are beneficial in these kinds of situations. During a major crisis like the COVID-19 pandemic, making one’s employees feel supported can go a long way, considering they are the backbone of an already vulnerable economy. Be sure to have a structure in place to provide this feedback, for example, through regular virtual 1-on-1 meetings and facilitating open conversations within and across teams. Create a sense of belonging. Your employees are doing their best and especially in times of uncertainty, it is important to recognize it. Encourage your employees to praise and acknowledge one another. 8 Ways to Leverage Recognition During the COVID-19 Pandemic . Make sure that everyone’s voice is heard. A web-based project management or process tool such as. The more they’re involved, the more they’ll feel valued and respected as individuals, which in turn will help strengthen the atmosphere of trust. If any issues have been identified, act on them now and show your employees that you are listening, that you value them and their opinions. 6 Manager Activities to Maintain Employee Performance and Engagement During a Potential Pandemic Published: 09 March 2020 ID: G00722222 Analyst(s): Asia HR Research Team Summary Pandemics have the power to evoke a variety of emotions that can disengage and distract employees from their work. That’s why so many organizations have made employee engagement a priority. With the onset of the pandemic there has been a radical shift in the way work happens. Maintain a positive employee experience . Being appreciated by the management is one thing, being appreciated by your peers really makes you feel a part of the team. Employees might struggle with feelings of uncertainty, isolation, not being in the know, and more. are concerned about job security. Employee engagement amidst the COVID-19 pandemic. Manesh shares the steps that EFI is taking in response to COVID-19 in terms of planning employee engagement. With many teams working remotely, communication and bonds between colleagues being strained, and economic uncertainty creating new stresses for organizations and their employees, taking steps to reinforce employee engagement and morale is a must. Socializing: Human beings are social animals. The holidays are approaching, but there won't be a holiday party in the office this year due to COVID-19. The 6 Es of engaging employees during the COVID-19 pandemic The 6 Es provide a structured framework for meeting employees’ needs in a way that increases the likelihood of engagement… Employees are then encouraged to get out of their home office and work remotely in a new upbeat environment for the day. They need engaged employees more than ever to get through this challenging period. Don’t forget too, that (just as always) you should focus on inclusion. Ideas for digital engagement in the time of COVID-19. Engagement feels good and has a range of positive outcomes for psychological wellbeing. Furthermore, not only does recognition improve employee engagement, it also strengthens manager-to-peer relationships, peer-to-peer relationships, and understanding of an organization’s core values. Measuring Employee Engagement During a Crisis Monitoring employee sentiment and gathering feedback is more important than ever during the COVID-19 pandemic. But when an organisation is struggling, that’s when it really comes alive. Employee Engagement Software ensures that employees feel a connection to the company and their peers, warding off the negative effects of working in solitude, Employee Experience Survey may be used in these cases to collect opinions and ideas of the employees. A website “Did They Help?” tracks how companies and celebrities have behaved in the COVID-19 pandemic. With the Coronavirus pandemic seemingly at its worst, businesses have no choice but to embrace the WFH lifestyle. Enthusiasm for an inquiry into an aspect of personal well-being like mental health can foster deeper bonds of loyalty and care among-st the employees. And come 2025, when they make up 75% of the workforce, you’ll be a preferred employer. Flexibility: During a major crisis like the COVID-19 pandemic, making one’s employees feel supported can go a long way, considering they are the backbone of an already vulnerable economy. During COVID-19, employees had to trust leaders to take the right direction and to make tough decisions for the future. Questionnaires and surveys through employee experience survey software can be really helpful when forming such a care environment. Employee engagement initiatives are aimed at team building and to connect with families Employees of IBS Software were in for a surprise when they met on Microsoft Teams Live on June 18. Having a distributed workforce can have a huge impact on the levels of employee engagement – you’ll have to work even harder to make remote working or WFH employees feel as if they’re a part of your company culture. Even during the coronavirus pandemic, engaged employees, compared with those who are not engaged or actively disengaged, report lower levels of … exists precisely to make such communication possible. During times of change in a business there can be many conflicting priorities, but one of the most important things for leaders to focus on is ensuring employees are engaged. Being able to listen is key to the manager’s ability to give feedback. So when employees need to work remotely, or their future looks uncertain, what is the best way to get the most out of them? Keeping employees engaged during Covid-19 requires two things: connection and recognition. The 6 Es provide a … How to maintain employee engagement and productivity during COVID-19 Now that much of the country has adjusted onsite work and settled into a work-from-home routine, it’s important for leaders to actively foster engagement and productivity in the daily lives of employees. And remember that a company doesn’t work from the top down, it works from the bottom up. Only about ⅓ believe that their organization “has the resilience to handle these circumstances”. 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