Tiffanie Ross, Senior Director of AIRS, powered by ADP

(Originally published on ADP’s blog, “Spark”)

More than ever, it’s essential to keep employees engaged and make sure they know they are not on an island.

When organizations shifted to working remotely because of COVID-19, everyone’s immediate focus was on establishing work-from-home infrastructure: ensuring your employees had the technology and processes they needed to be effective.

As organizations continue to evolve to meet the needs of new and existing employees balancing multi-generational households, remote work and the desire for location independence, it’s important to ensure your leaders are prepared. Providing managers guidance on effective hiring, onboarding, interviewing and other talent essentials is crucial to ensuring engagement, growth, satisfaction and retention of employees.
From a recent Gallup poll, “three in five U.S. workers who have been doing their jobs remotely from home during the coronavirus pandemic would prefer to work remotely as much as possible…” Indicating that the employers should consider embracing a remote workforce as a long-term model.

Driving engagement from day one

For years, new and existing employees have asked to work remotely. Among other factors, they value the flexibility, autonomy, work-life balance, location independence and relief from commute stress and they gain by not working in a centralized office. But there is a potential downside to remote working…

Read the full article on ADP.com.