It is hard not to notice the challenges of working from home during the Covid-19 pandemic. And here are the solutions to overcome those challenges. Read now.
You must have noticed the shift that is happening towards how work is carried forward and how strategically it is allocated. It is hard not to notice the challenges of working from home, especially with the onset of Covid-19 pandemic which demanded a sharp shift in how people approach work.
By recent statistics almost two-thirds of working professionals are working from home at least once in a week, where it progresses on to 53% professionals who work remotely half the week.
Working from home has always been prevalent, and relevant to a point, since it catered to the possibility of highly talented professionals located at different geographical areas to join together and bring the best out of a given situation.
In addition, the outward embrace for high flexibility within the workplace brought by remote work gives much rejuvenation to the workforce. Now they can work on their own schedules, in their pajamas, possibly with their pets on their lap, and can doze off between probable working hours just as long as the daily target is met at the end of the day.
Remote work also benefits employers who have a wider radius to hire from since there is hardly a geographical constraint. They can also drive in more funds to the business and the well-being of employees since they considerably cut costs with having no infrastructure or other tangible equipment.
All in all, telecommuting has fundamentally altered the way people think about work and how it is dealt, with new innovations rising to elevate the platform to really be employee friendly. Such a transformation that seeks to erase what has been generally accepted throughout is surely bound to come across hurdles that need to be overcome and problems that need to be addressed.
Here are some fundamental challenges that remote working brings to light and how they can be tackled.
The social component that is linked to office-based working is unparalleled. When in an office, you engage in many conversations and discussions as well as productive contemplation that just does not hit right in the case of remote working. Even though consistent social interaction at the workplace can potentially cause distractions, interaction with other people on a regular basis positively impacts the employee’s mental health and boosts their morale.
As a consequence, remote employees can feel isolated and lonely, especially when they are living alone. For all you know, a remote employee can pass through an entire week at their home without having to step outside.
Hence it becomes an alarming factor for remote working that employees do not engage in social interactions. Community workspaces are a good solution to the problem. Here, you have essential social interaction even if they aren’t employed by your own company. Apart from that, any remote organization extensively carries out its communication through technology and the internet. Having a virtual office, wherein group calls and texts can be facilitated, gives better relief to employees and further ensures that their concerns are addressed. In addition, creating a channel for personal sharing whereby employees can suggest trips and vacations can strengthen employee retention.
Productivity of employees under remote work may vary from individual to individual, much like an actual office space. But the distinction comes when employees at an office are asked to deliver a daily target before their daily working hours are over. With a remote working environment, even if daily targets are set it cannot be supervised and managed like the former.
Hence, even though research suggests that employees at remote offices tend to have high productivity, it is generally cumbersome to cultivate productivity achieved at an office space without having in-person supervision.
In order for a proper solution, you need to surpass the threshold of having control over virtual supervision, wherein you can effectively create and evaluate clear goal-setting and deadlines for employees using an HR software. You can ensure productivity levels are maintained by each employee and provide reinforcements to employees that are temporarily lacking in productivity levels.
Employees being challenged by the transition of a sedentary lifestyle is too common, even with actual office working environments. But in the case of remote employees, they are by nature tethered to their devices, and it becomes increasingly difficult for many of them to enforce lunch breaks and other rest intervals by themselves.
In an office, you have a clear end point where you finish up your work for the day and leave the premises. It is not possible for employees in remote work as the notifications that are work related stretches far after the normal working hours.
Remote organizations should really stress on the relevance of taking steady breaks and rest, that refreshes them and gives them the much necessary relaxation. When you get the indication of employees that fail to comply with this, discuss this matter with utmost concern re-iterating the harmful effects.
When you build an office space for housing employees and generating work performance out of them, you take into consideration many factors that elevates their comfort and well-being. They take care of office furniture like chairs and desks that are ergonomically built, and are placed around ample lighting at eye-friendly angles. This is completely absent in the case of remote working, unless employees take care of it themselves.
How this can be tackled is by educating yourself on the importance of a good working space, even at your home, and encouraging proper utilities are available for preventing possible distractions. Some employers even go to the extent of providing furniture to their employees wherever they are located to ensure their workspace is devoid of any discomfort and disturbances.
Humans are social creatures. So even the fundamental essence of a working space incorporates that very interaction for sprouting new ideas and more creative means of carrying out a specific idea. When a physical environment is absent to create a space conducive for collaboration, it is essential to employ new methods into making that happen.
The physical separation of your remote team can prevent sparks of new ideas and innovations unless there is a software solution to play a large role in ensuring remote collaboration. Like previously stated, having a software support to engage in video conferences and other modes of communication alleviates this challenge.
Superbeings is one such platform that caters the needful functions required for efficient remote collaboration. It comes up with an active system of measuring your team and conducting benchmarks based on parameters on skill and job design. It further empowers your talent and ignites your potential by insights and recommendations.
How effectively work is managed often owes to the software used for functions. In an office environment, software upgradation and gradual updation can all be managed since all the equipment is confined inside a workspace. With a remote workspace, possible issues that can arise include faulty software, employees using different software and other compatibility issues.
Cloud-based solutions including Qandle, Slack, Google Workspace etc., comply with business standards to deliver top-notch professional software that can be relied on constant functions involving in a company. These platforms not only provide a comprehensive solution for a centralized communication system but also acts as the biggest assistance for information sharing in a remote setting.
When you have a remote team that has access to organisational files and documents, the information is open to many security threats like viruses and other malware that can spread from the system of any of the employees. While this issue can be largely prevented at an office space, it is troublesome for virtual workspaces.
For remote employees, almost as with any other necessities, it is essential for them to install antivirus software on their devices to protect their system from such malwares. There are other methods like inculcating a remote access VPN to encrypt the connection between employee devices and the company database.
The important factor to be addressed is that just because a company works partially or entirely remotely, they can’t compromise on security standards and protocols, and should ideally follow the decorum followed by any other normal organization.
A Work/Life balance is undoubtedly the biggest challenge facing remote employees. It surrounds issues like overworking where the employee devotes too much time for work stretching beyond his or her working schedules, or the other side of the coin which is working too little, often caused by distractions present at home.
When you remove the workday commute and make your home the workplace, you bridge the gap between the employee and the workplace, but you also invariably make it difficult to conclude your work at the end of the day. As stated earlier, with remote employees being tethered to their work devices, they have the tendency to stretch their working hours to fit unfinished tasks and overdo tasks for various reasons. On the other hand, stating personal reasons and also succumbing to household distractions, an employee can potentially work too little than what is expected and derive low productivity.
The challenge can only be mitigated by stepping back and taking a break. However convenient remote work claims to be, it can still be overwhelming if you do not manage to find an equilibrium between work and life. You have to chart an agenda for work yourself and strive to complete your work within your restricted time, and allow yourself to take breaks and even enjoy yourself in the process.
Remote work is an alternative to working at office spaces at specified timings. It is an innovation that seeks to provide a pathway to how work can be carried out with efficiency. But that vision in itself can be hindered when employees incline against working from home in the long run.
While this matter can be channelised to a plethora of reasons from finding work from home less rewarding than working at an office space and also link many distractions while working from home, the reluctance prevents the employee from embracing the positive aspects remote work can provide.
The best option here is to provide choice for employees. If there is a unison in such a concern, employees can have the option to work at an office by also providing some level of flexibility. Or else reinforcements like a pay raise or other incentives can hold the employee and persuade them to rise above the surface of uncertainty.
In a remote environment, it is difficult to ascertain whether a given group has understood the tasks assigned to them or if some of them wasn’t able to follow. In an office setting, you always have a proper delegation of work and managers to act as mentors for clarifications and suggestions, while with a remote system it is rarely the case.
Remote work only flourishes with constant communication. Since there is no physical environment to depend on identification of tasks and ensure its delivery, the only means accessible for remote work is by effectively communicating the matter and doing the needful. People who find it difficult to grasp certain tasks can be further enlightened on the topic by one-on-one calls and messages.
Evolution in work stems from innovative stands in deciding how work can be done in a manner that is most convenient for the management, employees as well as the target customers. Remote working, albeit with their limitations, is a revolutionary step towards allocating professionals from around the globe to work together for a common goal. Remote working makes it possible for a freelance designer located in the Alps to work on a project in Mumbai. Remote working makes it possible to spend your weekdays with your family and work in your pajamas.
Many of the issues sprouting from positioning a remote work system can be solved by giving priority to frequent and consistent communication, managing flexibility and ensuring employees have the right software and equipment. So, before closing doors to remote work, embrace the possibility of it.
For all your people management needs, Superbeings has a solution, book a demo today!
‘Onboarding: How to get your new employees up to speed in half the time’ - George Bradt, founder and Chairman PrimeGenesis
Did you know that a strong onboarding process improves new hire retention by 82% and productivity by over 70%?
However, only 12% of employees strongly agree their organization does a great job at onboarding new employees.
This clearly states that while employee onboarding has a direct impact on the bottom line, most organizations miss out on how to get it right.
Don’t let that happen to you. To onboard new employees like a pro, keep reading.
By definition, an onboarding survey is a questionnaire that is administered on new hires to gauge their initial experience and level of satisfaction, in an attempt to understand their engagement and retention potential.
As an HR, you can get multiple insights from an onboarding survey, including:
It can help you estimate how long the employees are likely to stay and how you can further optimize your onboarding process to make it more aligned with employee expectations.
An effective onboarding survey can help you reflect on your performance through the onboarding process, which directly impacts KPIs for organizational success, including:
93% of employers believe a good onboarding experience is critical in influencing a new employee’s decision whether to stay with the company. At the same time, 25% of a company’s new hires would leave within a year if the onboarding experience was poor.
20% of new hires are unlikely to recommend an employer to a friend or family member and an onboarding survey can help you identify the reasons for the same. However, new team members who were asked to provide feedback prior to their start date also had a 79% increase in willingness to refer others. Thus, illustrating how onboarding surveys and feedback can impact eNPS.
Employees with exceptional onboarding experiences are 2.6x more likely to be extremely satisfied with their workplace and 70% say they have ‘the best possible job’.
77% of employees who went through a formal onboarding process were able to meet their first performance goals. However, 49% of individuals who failed to reach their first performance milestone had no official onboarding instruction. An onboarding survey can help you determine the effectiveness of your onboarding process.
In addition, your new employees might also have an inclination towards providing feedback as a part of the onboarding survey, which you will lose out if you don’t conduct the same. Research shows that only 26% of new employees recall being asked for feedback on their candidate journey and the hiring process before their start date wherein 91% of new hires are willing to provide this feedback.
Now that you understand the importance of an employee onboarding survey, let’s quickly discuss how to effectively run an onboarding survey.
You must coincide your employee onboarding survey with important milestones for the new employee in the organization. Mostly, these milestones coincide with the end of the first few months. Thus, you should circulate your onboarding survey after 30, 60 and 90 days respectively, with different objectives for each. Furthermore, you can send interim surveys in case you feel the need, for instance, when the employee starts a project, or when the orientation process is over.
“Effective employee onboarding isn’t about swag, stickers, & company value pamphlets on their desk the 1st day. But, how you help them understand their goals & how co values are interwoven in operating are more important.”- Suhail Doshi, founder and chairman of Mixpanel, Inc.
Based on the milestones or cadence you have set up, it is important to identify areas you would want to cover with each milestone. For instance:
In the first 30 days, you should focus on themes like:
In 60 days, you can touch on themes like:
By the end of 90 days, focus should shift towards:
Once you have decided the themes, you can start building questions, a snapshot of which is covered in the next section or you can download the template now here. The themes can be fluid across milestones, depending on the context for your organization.
Once the milestone arrives, you should roll out the onboarding survey and drive participation. It is important to explain to your new employees why the onboarding survey is important and how they can fill it up. Give them the requisite time, deadlines and communicate what will be the next steps to encourage them to participate.
Simply rolling out the survey is not enough. You must reach out to your new employees to remind them to fill the onboarding survey as amidst numerous new things, they might lose track of it. Don’t push too hard, yet send subtle reminders to get genuine responses. For instance: employee survey tools such as SuperBeings integrate with chat tools like Slack, Teams, Gchat to send personalized nudges to fill out the survey in the flow of work at set intervals as well as allows them to participate directly without switching context.
Unlock a wide array of survey questions and employee analytics. See how SuperBeings can help
Once your onboarding survey responses are in, slice and dice them to get insights into what your employees feel and leverage the data points to further refine your onboarding process to facilitate engagement, retention and advocacy from the beginning.
Taking cue from the section above, here are 50+ onboarding survey questions that you can leverage to gauge the pulse of your new employees as they complete different milestones.
You can also download these questions as a template and use it whenever you need. Click here to download
By now, it would be very clear to you that an employee onboarding survey can help you in multiple ways to create a high performance culture. It can enable you to augment retention, engagement, satisfaction and advocacy among employees to ensure that there is minimal turnover and you are able to attract high quality talent. Ensure that you roll out an onboarding survey at 30/60/90 days frequency to check onboarding experience, knowledge transfer, manager support, role clarity, etc.
You should focus on other forms of employee feedback on culture, training and development opportunities, level of engagement, manager effectiveness, workplace collaboration, work-life balance, among others.
Finally, you should focus on leveraging technology and automation to add efficiency and effectiveness to your onboarding survey and process.
Research shows, automating onboarding tasks resulted in a 16% increase in retention rates for new hires.
Thus, consider partnering with a survey platform which enables you to:
When it comes to performance management for employees, you would agree that feedback plays an important role. However, only offering positive feedback and appreciating the performance of your employees is not enough. You need to give them an equal amount of constructive feedback which is specific to ensure high levels of performance. If you feel that your employees may not embrace constructive feedback, think again.
Research shows that 92% of people believe that constructive feedback is effective at improving performance.
In this article we will help you understand how you can give constructive feedback and examples you can leverage.
Constructive feedback is essentially a tool that most forward looking professionals leverage to help others in their team with specific and constructive inputs on areas where one’s performance can be improved. Put simply, if you have an employee who doesn’t pay attention to detail, constructive feedback involves helping them acknowledge that this is a problem area, and more than that, enabling them with the support to overcome the same. It involves not only identifying a performance problem, but also, providing action items and ways to address the same.
Now that you have an understanding of what constructive feedback means, let’s quickly look at some of the top reasons why constructive feedback is important. Constructive feedback:
When delivering feedback, you must understand the difference between positive and constructive feedback and ensure that you use both of them where they fit the best. Here a quick distinction between positive feedback vs constructive feedback:
In a nutshell, positive feedback is a reinforcement tool, whereas constructive feedback is a mechanism to facilitate development.
With an understanding of the fundamentals of constructive feedback, let’s quickly jump to the best practices which can help you deliver constructive feedback in a nuanced and effective manner.
The first thing you need to focus on is ensuring that the timing of the constructive feedback is ideal. For instance, a busy period when the employee is putting in a lot of effort may not be ideal for giving them feedback about their performance from three months ago. At the same time, ensure that you provide constructive feedback regularly and consistently, to avoid recency or primacy bias. However, don’t offer feedback when you are angry about their performance either.
Before you get down to giving the feedback, set the tone. Share with the employee the purpose of the meeting and make them comfortable prior to sharing your reflections. It is important that you build trust so your employees can share their perspective and don’t feel intimidated by what you have to say.
Once the context and tone is set, start sharing your reflections. Your focus should be on sharing what you have observed about their performance. However, ensure that you also share how the same is likely to impact their career growth as well as organizational success. For instance, if you are providing constructive feedback about missing deadlines, you can use the impact of losing clients for the organization and a casual attitude marker for the employee.
When sharing reflections, use specific examples of when you noticed a particular behavior. For instance, in the above example, you can share instances of when the employee missed his/her deadlines. Ensure that you use examples which illustrate a pattern, rather than a one off incident, which is very uncommon. Furthermore, always use concrete examples and not interpretation of what you hear or see.
With constructive feedback, your focus should be on helping the employee improve their performance and work on their areas of development.
However, simply pointing out their weaknesses or negatives in their performance will not help. You need to also talk about some of the positive aspects of their performance and how those qualities can help them absorb and implement their constructive feedback.
Emotional intelligence is extremely important when delivering constructive feedback. You cannot be apathetic towards your employee when delivering the same. Put yourself in their shoes to choose your phrases carefully. We will share some examples in the next section. Also, use your EQ to read the situation when you are delivering the feedback. If you see that the employee is getting uncomfortable, take a pause and comfort them first. Read their gestures and body language to ensure that the employee is not feeling attacked.
Like it or not, constructive feedback involves pointing out one’s weaknesses and areas of improvement. However, you should refrain from equating the performance of the employee with his/her personality or whole self. For instance, if someone misses deadlines, encourage them to be more organized or prioritize important work, than labeling them as a procrastinator.
While you are delivering the constructive feedback, you have to make sure it is a dialogue.
The idea is to give the other person enough room to share their side of the story.
Try to understand whether or not they agree with your feedback and how they perceive the same. They may share the lack of support or resources, which have resulted in a weak performance. Be open to some reverse feedback as well. Again, your EQ must be at play here. If your employee has an outburst, or reacts negatively, you need to stay composed and calm them down.
Once you and your employee are aligned on the areas of improvement, the most important part of constructive feedback is to provide adequate solutions to address the performance challenges. Don’t give abstract or vague solutions like be punctual if the employee misses deadlines. Rather, give very specific and action oriented solutions which are directed towards a particular outcome. The idea is to collectively understand the cause of the weak area of performance and use concrete solutions to remedy the same.
Now that you have shared some potential solutions, you must revise the top action items with your employee to avoid any confusion. At the same time, you should focus on creating a time bound plan with key milestones to ensure that development is taking place. Summarize what was discussed and how you will proceed from there. Best is to set up a date to review the progress to ensure constructive feedback is paid heed to.
Read our article on Start Stop Continue Feedback to give action oriented feedback
Here are top 20 constructive feedback examples that you can use during your next conversation. To make your constructive feedback more effective, we have also illustrated examples of what you should steer away from.
I would really like to know how you have progressed on the tasks assigned to you last month. It would be ideal if you could share a progress update on what has been achieved with a small summary of challenges/ support needed at the end of every week to ensure everyone is on the same page.
You have not kept your team updated about your work, this is highly unprofessional.
I was going through the work you submitted last week and I can see you have put in a lot of effort. However, I could see that there were some small errors and inaccuracies in the report across multiple sections. I believe that if you proofread your work thoroughly before turning it in, it will reduce the number of iterations and improve your quality of work.
You seem completely distracted as you have been submitting flawed and below average work, this will not be tolerated.
I understand that you are working on multiple projects, however, you need to ensure that the most important projects are not overlooked and their timelines are not missed. Therefore, I would suggest you create a list of tasks you are working on and check with the respective reporting managers on the priority and set clear expectations to ensure that no deadlines are missed.
You have missed your deadline again, it seems like you are not serious about you work.
I see that you have been able to achieve only a part of the goals that you set out for this year. Maybe you were trying to spread yourself too thin. I would suggest you reduce the number of projects you are working on and ensure that the goals you set you are able to achieve. Furthermore, you must be vocal about the support or resources you need to achieve your goals.
Are you even serious about your work, your level of goal achievement indicates otherwise.
I see that you have been taking some time off lately, without any prior intimation. Let’s try to understand if there is a particular reason for the same. We can work on your schedule to make it more flexible.
You have been missing all meetings lately, this tardiness is not appreciated.
I see that you are excellent at execution of ideas. However, I believe that you need to focus more on coming up with solutions on your own. I would suggest participating more in the brainstorming sessions and coming up with solutions. Try to think on your own, before you reach out to others with the problem.
You lack any problem solving capabilities, and will be stuck to execution for the rest of your career.
Constructive feedback is integral to organizational success. Here are a few things to keep in mind:
While performance management has been a key priority for organizations, for a long time, year end reviews were considered to be the most effective way to facilitate the same. However, recently organizations are observing a shift towards continuous performance management with an introduction of the performance management cycle. This article will focus on different aspects of the performance management cycle and how it enables unlocking the potential of high performance teams.
Before going into the diverse aspects, you should first understand what a performance management cycle essentially is. If you have an idea of what continuous performance management is, you’re already a step ahead in the understanding. Performance management cycle primarily is a way or a model in which you evaluate or focus on the performance of your employees throughout the year. The idea is to break down the different elements of employee performance into different stages and focus on them consistently. It starts with setting goals and ends with rewards for a job well done, which leads to setting of new goals and the performance management cycle resets.
While you may want to divide your performance management cycle into any number of stages, mostly there are four stages.
The first stage, at the very beginning of the performance management cycle, focuses on creating a plan for the performance ahead. The idea is to have a clear understanding on what your employee must achieve and how you will eventually review and evaluate them. During the planning stage, you and your team member, collectively should:
Thus, the planning stage of the performance management cycle sets the tone for the year ahead and ensures there is clarity at all levels.
Once the goals have been set in the planning stage, you enter the monitoring stage of the performance management cycle. This stage essentially focuses on ensuring that things are moving as planned. The idea is to ascertain that your team members are more or less on track for specific milestones outlined as a part of goal setting. Additionally, this stage will help you address any performance challenges that you may observe, sooner than later. Monitoring stage includes:
The monitoring stage essentially focuses on tracking the performance of your employees against the set goals to provide constructive feedback and help them perform better.
The third stage of the performance management cycle comes into existence towards the end. It involves reviewing the performance and providing ratings based on the established KPIs and metrics. While this is the formal review process, if you have been constantly monitoring the performance of your employees, this will essentially be a consolidation of all the reviews and feedback shared overtime. While delivering performance reviews, ensure that you:
Since you have been connecting regularly with your employees, the reviews will not come as a surprise to them, but will help you monitor the trends of their performance and guide the next stage for the employee’s professional growth.
Finally, the rewarding stage in the performance management cycle acts as a culmination to one cycle and sets stage for the commencement of the next. The objective is to take into account their performance over the performance management cycle and create a culture of rewards and recognition to celebrate and appreciate high performance. Some of the quick ways to reward your employees include, giving them:
This stage is important to make your employees feel valued and motivate them to keep the performance going. It will also push average performers to step up their efforts and enable you to create a high performance culture.
Now that you understand the various stages of a performance management cycle, let’s quickly look at why the performance management cycle is important for your organization. It will help you:
In addition to the above mentioned benefits, a performance management cycle can help you build a high performance culture in a number of ways. Some of the top aspects include:
What constitutes high performance can be abstract. For some, closing 5 deals can be high performance, for others, it might be closing 15. Planning stage in the performance management lifecycle will help your employees understand what constitutes high performance and thus, proceed towards it.
A key part of the performance management cycle is the rewards and recognition. When employees feel their performance is being valued and recognized, they tend to double up their efforts, leading to a high performance team.
Monitoring and tracking followed by 1-o-1 conversations can help you communicate with your employees regularly. Not only will you track their performance, but will also listen to their concerns or challenges and offer them feedback. Such conversations and feedback have a positive impact on performance, leading to a high performance culture.
One of the foundations of high performance is enabling your team members to undergo the right training. Performance management cycle can help you understand which training is important for your employees at which performance stage, realizing high quality results.
As a manager, there are several ways in which you can unlock the true potential of a performance management cycle. You are one of the key stakeholders who plays an important role in every stage of the cycle. Here are a few tips that can help you augment the effectiveness of the performance management cycle:
A performance management tool can significantly help you streamline your performance management cycle by offering the following benefits.
Get automated performance snapshots of your employee’s performance over the 9 box grid to track performance trends over time and provide reviews without recency bias.
Leverage guided templates with AI based suggestions for your 1:1 conversations with employees during the monitoring stage based on performance over time. Receive suggested talking points for goal-centered conversations.
Look at historic feedback to see improvement in performance and compare performance over time. You can also compare performance of peers over specific parameters.