4 Tips to Engage Employees and Candidates During COVID-19
By Ken Schnee,
General Manager, Sterling
Tech, Media, Entertainment and Hospitality
With an unprecedented number of employees
working from home due to the coronavirus pandemic, a growing
number of people are suffering from feelings of isolation.
In fact, new research
from Qualtrics found that 75% of all respondents say they
feel more socially isolated than before the pandemic began.
Forbes reports that the longer employees
work from home as a result of COVID-19, the more mental
stress they experience: “Specifically, after two or
more weeks working from home, people are 50% more likely
to say they have more chronic sadness and fatigue.”
Employers of all sizes are working to
combat the feelings of anxiety and isolation caused by the
pandemic. Here are four tips that you can use to help leverage
the power of human connections at work during COVID-19.
1. Communicate. Communicate. Communicate.
The COVID-19 virus has created a feeling
of anxiety in both personal and professional lives. Employees
want to feel informed regarding what is going on in their
company. Additionally, research
shows that employees want to feel psychologically
safe. Now more than ever, mangers should check in with
and their employees and see how they are doing.
Strong company-wide communication also
build trust in times of adversity. Be it a company newsletter,
video messages from the CEO or open-agenda meetings that
encourage dialogue through Q&A—communicate clearly
and often.
Well-being surveys and check-ins are also
great tools that leaders can use to assess employee concerns
that need to be addressed during these uncertain times.
Communication plays a key role in the
recruiting process, too. As many technology companies ramp
up hiring to support increased demand, companies should
directly convey how recruiting process will occur during
COVID-19 including screenings, background
checks, interviews and other elements. Companies should
also make the candidate aware of the measures that the company
is taking to ensure the safety of every new hire. Companies
can spread the word about their virtual hiring efforts via
e-mail, the company website and social media.
2. Show Your Appreciation for
Employees
According to research by Ashley V. Whillans,
interviewed in the Harvard
Business School ,”…what really matters
in the workplace is helping employees feel appreciated.”
Likewise, O.C
Tanner research found that 79% employees who quit their
jobs claim that the lack of appreciation was a major part
of their decision to leave.
Companies can increase employee engagement
and improve their employee retention with a strong recognition
program such as an “employee of the month” program.
Frequent internal communications such as employee newsletters
and team briefings are also a valuable vehicle for employee
recognition.
Technology companies can also leverage
the power of their social media presence to show their appreciation
for employees, create a more personal connection between
customers and the company; and engage job candidates by
providing them with a glimpse into the sense of community
inside of the company.
3. Take Virtual Connections Beyond
Work
Despite stay at home orders, leaders can
continue to work to build connections among team members,
as research
by job site Comparably shows that people with friends
at work are seven times more likely to be engaged with their
job.
While most companies are relying on video
conferencing technologies to conduct business meetings,
some organizations have also used the formats to provide
purely social interactions among employees during COVID-19.
Examples include virtual happy hours, activities, bingo,
mask sewing circles and other events. Companies can also
use personal and company milestones as a reason to bring
employees together in a virtual setting. These office-wide,
albeit virtual, initiatives will help nurture employee connections
throughout the stay at home period.
Companies can also help employees build
connections through employee resource groups (ERGs). These
groups can be based on cultural diversity, health or other
topics. While ERGs are currently restricted to a digital
dialog, they provide an important networking opportunity
that extends beyond one’s job function or department
to include others with similar interests from across the
entire company.
4. Maintain a Strong Candidate
Experience in Onboarding
As many technology companies are experiencing
increased demand for their products, they are ramping up
hiring for key positions. Due to social distancing requirements,
many employers are conducting the hiring process virtually.
As a result, the first day of work or training can be virtual.
The initial conversation with the new
employee should address all that the company is doing to
keep employees safe. In place of face-to-face introductions
with co-workers, consider setting up a virtual meet and
greet. You can also assign a team member to personally reach
out to the new hire via a series of phone calls.
Also, during onboarding, walk the new
hire through how s/he can network with others within the
company, either through ERGs, virtual happy hours or other
activities.
While the power of human connections is
always important at work, the need is especially prevalent
during the uncertain times of COVID-19. Companies who invest
in cultivating connections while their teams work from home,
will reap the benefits long after we return to work.
Legal disclaimer
This publication is for informational purposes only and
nothing contained in it should be construed as legal advice.
We expressly disclaim any warranty or responsibility for
damages arising out this information. We encourage you to
consult with legal counsel regarding your specific needs.
We do not undertake any duty to update previously posted
materials.
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