Talent Management, Employee Performance, Employee KPIs are just some of the most frequently used up terms in Conferences, Company meetings & Consulting Company Reports. Despite the key insights and case studies available on the web this simple question comes up - What are their core features & how can the average SME of today cope within the Covid-19 era and motivate its employees to rise to the occasion?
Did you know? Linkedin 2020 Survey: 69% of employees say they would work harder if they felt their efforts were better recognized.
COVID-19 has proved to be the biggest game-changer and a disruptor across the global economy. As HR function across organisations revisits priorities to leap out of the current crisis, it will need to ensure a robust performance management system in place, which manages and evaluates employee performance in a remote and virtual working environment effectively.
The Talent Managers of today, can’t stress enough how important it is to maintain communication and leadership to a strong level, its more important than ever before.
"Not only do you need to share with your team what is changing, as quickly as possible, but you also need to keep communicating what is NOT changing. This will help dispel any rumors of what might be changing and focus your team on what is important.” - Google CEO Sundar Pichai
According to Stanford University, Despite the demanding times all businesses are experiencing, do keep in mind that in any time of disruption, organizations, and teams naturally experience a decline in productivity. Moreover, there is a distinct line of action on the factors that cannot be controlled, the ones that are outside of the organization’s scope but there are the others that can be - the ones within the organization such as how individuals, team members, and the workload- can be controlled.
Right now the managers should shift their point of focus on strengthening other traits team members can deliver in this disruptive time (such as encouraging creativity and learning). Ultimately, such an approach can lead to new solutions that It can help individuals contribute new solutions that might become part of future work methods.
The LRC Mindset
"To know what’s “best” for your organization’s future when it comes to remote work, you have to put it in the context of all the things that you are looking to achieve.” - HBR, 2020
Do keep in mind that Work from Home like any other kind of work set is a system and as such it co-exists with a series of many interfaces and interdependencies, both human and technological.
|Remote Work Optimization Pillar||Key Actions|
|Communicate, Communicate & Communicate||
|Establish the Engagement Rules||
|Effective Collaboration Tools are Gold|
With all these considered and a closing note - the effective leaders are the ones that do take a double approach both realizing the stress and hard times their team is experiencing but also highlighting the confidence they have on them using phrases such as “we’ve got this,” or “this is tough, but I know we can handle it,” or “let’s look for ways to use our strengths during this time.”
From SCALEUP.agency we add our own note of encouragement to managers facing remote work for the first time: you’ve got this.
Motivated to kick of your journey to an impactful Employee Management? Explore the SCALEUP Solutions on Leaders such as Google, Apple and Amazon their take on Covid-19 and how they manage do guide their teams to the road to success!