“We collect one-on-one feedback after their first week of employment, after the first month of employment, and then on an annual basis,” Bliss says. Staying human, especially during a crisis, matters. Open lines of communication are also important.”. We’ll keep this page up-to-date with new webinars, blogs, free tools, and more as they are created. They give the best employees’ input the same weight as someone you will fire tomorrow. "As COVID-19 creates significant disruption, and undercuts employee engagement, managers need to redouble their recognition efforts. Employee engagement is a workplace attitude that is Join hundreds of workplace leaders virtually March 22-24, 2021. A lot of employees are living a new day-to-day, very different from their routine. Set a daily time to share things like how you’re maintaining physical fitness at home, what you’re binge-watching, or enjoy a virtual lunch together. “Pulse surveys allow us to gather employee feedback on a targeted set of questions that address topics most relevant to the current climate.”. “We have our team partner system, where leaders in each office are assigned a small group of staff to develop.”. To ensure they feel confident and well-equipped to communicate the most critical information to your employees, you’ll need to provide the right resources. Employee Engagement, Retention & Satisfaction. Human resource managers are persis-tently evolving innovative, creative, and effective ways to engage the employees in a healthier way during this difficult time. 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. In some cases, you may need to consider alternate methods like texting. “Collecting survey data in ‘bad’ times is actually more or equally as important as [doing so] during ‘good’ times,” says Chris Roederer, senior vice president and chief HR officer at Tampa General Hospital, a teaching hospital that employs 8,500 in Tampa, Fla. var currentUrl = window.location.href.toLowerCase(); The warehouse, distribution and logistics company, which is headquartered in East Peoria, Ill., made changes to protect employees from the potential spread of the virus, including using enhanced cleaning procedures, altering workers’ schedules and increasing fresh air flow. 2021 Programs Now Available! It’s okay if you don’t have all the answers—these are unprecedented times, so we’re all working to find a solution together. Do they want to reduce turnover? To help reassure employees that they are valued members of a strong organization that will get through the crisis, it’s advisable to run a variety of challenges that incentivize participation. Managers are coached to ask employees, “What can I do to help? 5 Ways to Engage Remote Workers During the COVID-19 Pandemic Yeah, I know. How will you communicate to those who don’t have easy access to these options? COVID-19 Vaccine FAQs “By gaining involvement at the manager level, we get more engagement,” she says. Employee engagement is a proven leading indicator of productivity. Those may or may not be areas that are actually impacting employee engagement, and companies waste a lot of time, effort and money addressing issues that really aren't important to their team members.". You may be trying to access this site from a secured browser on the server. At Stryker, Coleman says, “we collect employee feedback using a combination of quantitative surveys, listening sessions, formal and informal focus groups, one-on-one interviews, and ongoing dialogue with leaders.”. “To create a trusting relationship, show you’re actually taking steps based on the feedback.”. But don’t get caught up in the media frenzy. ... How businesses respond will have a lasting impact on employee behavior including, engagement… Understand and empathize.. Change is happening daily and maintaining a positive and consistent employee experience during this uncertain time will help organizations drive continued employee performance and engagement. In this ever-evolving state of uncertainty, it’s a daunting task for anyone to keep up. Published 10 February 2020 Tags. Try to keep things as normal as possible to provide some stability. “This is truly a case where fewer, focused questions give you more than asking every question in the book. Let SHRM Education guide your way. Vote. One of the things we pride ourselves on at GoCo is being really good at having fun. What would you like to see more of from me?” Employees can state what they want. Or maybe the company’s intranet? “We recognize these are special times, so we had a special survey for COVID-19,” says Tammie Rogers, the company’s senior HR generalist. 17 Ways to Boost Employee Morale During COVID-19 That Aren’t Happy Hours Fancy Dress Fridays. "Nothing kills engagement like asking for an opinion and then not acknowledging the response with action.". HR professionals need to create environments and opportunities for employees to share their desires and difficulties in personalized ways, and then respond to the feedback in a way that makes the employees feel heard. Verdun advises HR professionals to take their time coming up with viable response plans. Here are some other tips for fielding more-effective surveys: Don't ask too many questions. Ever been unsure of how to start your team bonding activities? Internal social media platforms. Gather employee feedback. Tips for onboarding new hires remotely during COVID-19 pandemic A focus on fundamental practices, technological tools and collaboration between HR and IT … “This is a great way to understand how our staff is feeling and dealing with different situations in real time, rather than limiting feedback to certain moments during the year. How One Company Is Taking Care Of Employees During COVID-19. Plante Moran also holds town halls and small-group staff meetings. Voigt recommends using an external company to administer the survey. 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. Be there to listen and make sure they have access to the information and resources they need. Gallup survey of 3,127 full- and part-time U.S. workers. “We have group chats and threads that staff leaders participate in daily,” says HR director Diana Verdun. Includes 11 new bonus ideas! “For others, our internal social media platform provides a 24/7 option to share ideas and suggestions. How to Engage Employees During COVID-19 1. Contact us about it … Applicants now have the option to test from home. Top performers do the work of their job plus four others. ... Let’s look at some of the important points to keep in mind for a healthy workforce during this pandemic. Anticipate needs and questions that might come up and make a plan. •  When is the last time you thought about leaving and what prompted it? The hospital last May conducted a pulse survey—which is a short, targeted survey—about COVID-19. Assess and reframe. The last thing you want to do is feed into the panic. Your session has expired. Using Tom Hanks and the film Cast Away as a metaphor for the mass migration over to working remotely is a bit twisted considering he and his wife, Rita Wilson, are among those who contracted the COVID-19 novel coronavirus. COVID-19 Vaccine FAQs “That worked well enough, but there are always those who will be concerned about the anonymity of an in-house survey, and unless you have some statisticians on your team to help you correlate each question with employee engagement, it’s pretty hard to know what to focus on because each question carries the same weight.”. “Managers administered it in one-on-one conversations with the employees,” explains HR director Renna Bliss, SHRM-CP. "By taking a measured approach, we can better evaluate feedback, gauging how an issue will affect people, and use continuous communication to let people know we're looking into these matters." Go live in under a week with everything needed to weather the storm Try to ensure that your crisis communication method doesn’t add unnecessary stress. “Team members were fearful for their health, their jobs, compensation and family members. The survey asked about the company’s response to COVID-19, the altered processes and whether those processes made employees feel more comfortable about coming to work. Then, “leaders must be trained to ask key follow-up questions to get deeper answers and to demonstrate they care in order to build trust,” Finnegan says. The COVID-19 pandemic has had positive outcomes on employee engagement, satisfaction, collaboration, and trust in companies, but productivity overall has declined. The future of work, HR rests on coronavirus handling. Stay interviews are one of the best tools for measuring employee engagement. 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