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Exclusive: 9 Sure-Fire Ways to Engage Your Remote Employees



9 Sure-Fire Ways to Engage Your Remote Employees

#SureFire #Ways #Engage #Remote #Employees

A connected and thriving remote team is within your grasp.

At the onset of the pandemic, many of us stumbled out of our offices and set up workspaces to work from home temporarily. But as it continued to invade people’s lives, the world of work changed forever.

Working remotely quickly became the norm. Millions of employees worldwide made this tremendous career transition, and employers have had to adapt as well. New terms like Zoom fatigue, asynchronous communications, digital by default, distributed workforce, hybrid teams, return to work, and the now dreaded virtual happy hour have become part of the daily conversation.

But as you move forward, it’s crucial to pay close attention to how remote workers feel. Are they motivated? Are they happy? Above all, do they feel engaged?

Remote work and employee engagement

Believe it or not, it’s time to fully embrace how today’s workplace has changed and the new reality of what today’s workforce expects.

Moving to a remote-first workforce has many benefits, including saving on office space costs and opening up your talent pool locally and internationally. However, a remote team still needs to be hired to do great work. Employee engagement experts at Gallup have reams of data touting the benefits of engaging remote employees, including increased productivity, reduced turnover, better customer service, and more!

The good news is that employee engagement doesn’t require face-to-face interactions or physical workspaces. Factors such as purpose, personal and professional development opportunities, ongoing conversations with colleagues and supervisors, and the opportunity to upskill can be fully accessible in a remote workplace.

9 tips for engaging remote employees

As with anything involving people, there is no one-size-fits-all approach. However, you can never go wrong with some basic tips for creating a remote engagement strategy that works in your team’s favor. Here are nine essential tips for successfully engaging remote employees.

1. Build an intentional onboarding experience

The first impression matters. In fact, 69% of employees are likely to stay at the same company for at least three years if they have a good onboarding experience.

In-person onboarding is one thing, but remote employee onboarding is quite another. Make sure your managers are mindful of your employees’ experience during and after onboarding.

HBR suggests these four goals for successful remote onboarding:

  1. Have a fast start. Give your new employees a small and simple project to keep them busy during their downtime. 
  2. Focus on building relationships. Encourage informal conversations within your team, turn on your cameras, and make sure you set aside time just to get to know your new team members better.
  3. Make employees aware of your culture. Be explicit about what’s important to your organization and “how things get done,” as company culture, processes, and procedures are harder to grasp remotely.
  4. Be clear about expectations. Provide new hires with a written plan or guideline outlining their 30, 60, and 90-day goals. Make sure they know what to expect and when.

2. Set clear goals, KPIs, and performance expectations 

Remote workers enjoy the flexibility of not being in the office at a set time. For some, this means getting work done when it fits into their schedule, such as early in the morning or late at night. Remote teams also often have members working in different time zones.

Having team members with different working hours can sometimes result in limited synchronous communication, leading to some employees being unsure of what is expected of them or if their performance is up to the mark.

Clear goals, key performance indicators (KPIs), and performance expectations take the guesswork out and allow more flexibility. When your team members hit their metrics, everyone is happy and on the same page, regardless of individual work schedules.

Using project management tools that let you assign tasks to team members, set deadlines, and outline clear deliverables is a great way to put this into action. Employees are in control of their days while completing their tasks and keeping projects on schedule.

3. Encourage prompt communication with a personal user guide

Setting clear expectations is just as important for softer skills like face-to-face interactions or communication. Having everyone on your team create a personal user guide or manual takes the guesswork out of communication preferences.

The guide’s components should be tailored to your specific team, but here are some sample questions to include:

  1. Meeting preferences
  2. Personal and professional values
  3. Working hours
  4. Problem-solving approach
  5. Communication preferences (chat, email, phone call, video call, and so on)

This information is invaluable for understanding your team’s preferences. With prompt and clear communication, your workforce feels more comfortable, belonged, and committed.

4. Prioritize regular check-ins and conversations 

Sometimes, the most important thing you can do to drive engagement is simply to ask your team what they need. Try starting your one-on-one conversations with something like, “How can I help you be more productive and feel more connected?” or “How are you feeling? Is there anything I can do to make your work better?”

One-on-one meetings are critical for remote teams and should be prioritized over team huddles. With fewer opportunities for informal check-ins, employees may be waiting for their one-on-one to raise an important question or concern.

Seventy percent of employee engagement comes directly from excellent leadership. So take the time to give your team the attention and support they need to feel valued. As a leader, you’re their direct line to leadership. Transparent and honest conversations can help them feel engaged and connected to the broader company strategy.

5. Celebrate professional milestones

A work anniversary is a special day for employees. It’s an opportunity for them to reflect on the past year and their contribution to their company’s success.

While traditional celebrations like lunch or dinner aren’t always possible when working remotely, that doesn’t mean they shouldn’t happen at all. There are many ways to celebrate anniversaries remotely, including digital birthday cards for the whole company to sign or an integrated program via an employee recognition platform that automatically highlights work anniversaries and birthdays.

These occasions are an excellent opportunity to show appreciation for an employee’s work. This appreciation and recognition are integral to an employee’s overall engagement.

6. Share transparent long-term career paths

Mapping out career paths for different roles is also critical to engagement. Having a cohesive team working toward your organization’s goals is great, but remember that each team member also has personal career goals. 

If employees don’t see a future with your company, you see less discretion, innovation, and creativity.

Providing career paths and growth opportunities is not only critical to engagement but also retention. Twenty-nine percent of workers cited a lack of growth opportunities as the reason they wanted to quit. So, take the time to sit down and work out your remote engagement strategy.

A good place to start is to present your team members with options and ideas to pursue their careers within your company. Concrete options make it easier for them to see that you believe in their growth and want to follow the conversation around it actively.

Once they show interest in a direction, support them by providing opportunities to gain the experience and training they need to progress to the next level.


7. Build your employer brand

Your employer branding shows how current and potential employees see your company. Branding about culture, flexibility, hiring, and onboarding is part of your employer’s brand. Your human resources team should work with your marketing team to develop a brand that looks and feels right for your company.

Connect with your human resources (HR) team to get a clear picture of your company’s vision for employee experience. Understand employer branding and make sure you communicate it to your remote team. Poor employer branding can be costly. And you certainly don’t want to be responsible for negatively impacting your company’s image.

Don’t forget the swag! Even if your team is remote, they still want to show their company pride. And that can be via anything from a branded mug to a t-shirt. Branded items strengthen team spirit and pride and make your employees feel like they’re part of the team and something bigger.

8. Recognize your team well and often

Employee recognition is crucial in today’s work landscape. It fosters employee engagement and belonging. Modern recognition tools allow remote workers to showcase their colleagues’ achievements in one accessible hub, so employees feel seen and managers are more aware of the great work being done on their team.

Recognized employees are happier, perform better, are more productive, and are more likely to collaborate with the rest of the team. A robust recognition culture can also help organizations fight the Great Resignation. External employers can easily compete on salary, but they find it challenging to replicate a culture that makes employees feel recognized and empowered.

9. Embrace water cooler moments 

The jury might still be out on virtual social gatherings and happy hours, but remote teams need informal moments of connection to build relationships and feel engaged.

One way to do this is to schedule a time to chat and catch up at the start of virtual meetings, even if it means starting a few minutes late. Another way to accommodate this is to allow team chat rooms to go off-topic, encourage team members to share life updates, and share personal interests and experiences. It doesn’t have to be complicated!

Friendships at work are essential for engagement. In fact, 63% of women say they’re more engaged when they have a “best friend” at work.

If you’re planning a formal virtual social event with a large group, consider a more formal moderated event for a seamless experience. Virtual escape rooms or games are great options for having fun without awkward pauses or people talking to each other trying to get their say. 

Regardless of your approach, remember that relationships matter. While you may be colleagues, you’re first and foremost people who crave authentic connection, especially with those you spend the most time with.

Looking ahead

Now that people have experienced remote work, there’s no going back for many.


As more organizations understand that remote work is what many high-performing workers want, they must also recognize that it’s no longer an advantage in and of itself. It’s a baseline.

With organizations now hiring from a global talent pool, your remote team has a literal world of options when they’re dissatisfied or de-motivated. And while other companies can compete on salaries and benefits, they just fail to emulate a culture that fosters engaged teams.

While engagement and culture are primarily the responsibility of knowledgeable and experienced HR teams in traditional office workplaces, this is not the case with remote teams. In remote teams, interactions are often confined to face-to-face groups, meaning team leaders (and members) are responsible for driving engagement and building team culture.

Above all, don’t forget that efforts to motivate employees to achieve maximum productivity, motivation, innovation, and loyalty are critical to future success.

Metaverse is becoming the next big thing companies are leveraging to connect their remote workforce. Learn more about how to organize fun and engaging company events with metaverse.


Exclusive: Juul can keep selling vaping products in the US for now –




Juul can keep selling vaping products in the US for now

#Juul #selling #vaping #products

A federal appeals court froze the FDA’s ban on Juul products Friday after the company sought an emergency administrative stay. On Thursday, the U.S. regulator took sweeping action against the e-cigarette maker, effectively killing its access to the U.S. market.

The temporary stay will be in place essentially to buy time until the case can properly be heard by the court, though it “should not be construed in any way as a ruling on the merits,” according to the court documents.

The FDA took action against Juul after the company failed to provide adequate evidence that its products were safe enough alternatives to smoking. The regulatory agency said that Juul’s documentation left it with “significant questions.”

According to a report from the Wall Street Journal, Juul is considering filing for bankruptcy if it can’t get the FDA’s order reversed.

Following the FDA order, Juul’s chief regulatory officer Joe Murillo said that the company would pursue a stay and planned to appeal the regulator’s decision.

“In our applications, which we submitted over two years ago, we believe that we appropriately characterized the toxicological profile of JUUL products, including comparisons to combustible cigarettes and other vapor products, and believe this data, along with the totality of the evidence, meets the statutory standard of being ‘appropriate for the protection of the public health,’” Murillo said.

Juul rivals Reynolds American and NJOY Holdings will continue to sell their own vape products in the U.S. after previously receiving the FDA authorization that Juul itself failed to secure.


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Exclusive: Roe v. Wade's demise forces companies to grapple with health care plans, employee privacy and more –




Roe v. Wade's demise forces companies to grapple with health care plans, employee privacy and more

#Roe #Wade039s #demise #forces #companies #grapple #health #care #plans #employee #privacy

Pro-choice activists are seen outside of the US Supreme Court in Washington, DC on June 15, 2022.

Mandel Ngan | AFP | Getty Images

The challenges posed by the end of Roe v. Wade are only just beginning for corporate America.

By overturning the abortion precedent Friday, the U.S. Supreme Court set off a series of fresh difficulties for companies that must now navigate a country divided between states that will permit the procedure and others that will outlaw it.

One of those issues for companies is deciding if — and how — to provide abortion access to millions of employees who live in states where the procedures are no longer legal.

“Every major organization has health coverage,” said Maurice Schweitzer, a professor for the Wharton School of Business at the University of Pennsylvania. “The question is going to be what’s covered? Is travel for an abortion out of state covered if you’re operating in a state that prohibits abortion?”

Some of the country’s large employers, including Apple, CVS Health, and Disney, reiterated that the companies cover travel to states that allow abortions. Others, such as Dick’s Sporting Goods, rushed to update their medical benefits. Several prominent business leaders went a step further, condemning the end of 50 years of federal abortion rights.

Still many others declined to comment or said they are still reviewing plans.


The Supreme Court decision will have implications in the corporate world that stretch far beyond employers’ health benefits and influence where companies locate headquarters and offices, which lawmakers and political action committees they donate to and how they communicate with employees, customers and investors.

Over the years, certain companies have chosen to take a stand on polarizing issues, including the Black Lives Matter movement after the murder of George Floyd, a Black man, by a police officer and Florida’s HB 1557 law, dubbed the “Don’t Say Gay” bill.

The Supreme Court decision will likely force companies’ hand and make it hard for business leaders to stay silent, Schweitzer said. With those decisions, he said, companies could risk a lawsuit, run afoul of politicians and draw backlash from customers or employees.

“This is going to be an additional challenge for executives,” he said.

For companies that decide to cover abortion care in other states, it will raise new questions including how to reimburse travel expenses and protect employee privacy.

Expanding employee benefits

Some companies such as Netflix, Microsoft and Google’s parent company Alphabet already have health care policies that include abortion and travel benefits, but others are catching up.

JPMorgan Chase told employees in a memo that it will expand its medical benefits to include travel coverage starting in July. Under Armour said it will add a travel benefit to its medical plans. Dick’s CEO, Lauren Hobart, shared on LinkedIn that employees, their spouses and dependents will get up to $4,000 in travel reimbursement if they live in an area that restricts access.

Warner Bros. Discovery also reached out to its employees after the ruling was announced Friday.

“We recognize that the issue of abortion can evoke a variety of emotions and responses which are different for each of us based on our experiences and beliefs,” Adria Alpert Romm, chief people and culture officer, wrote in a memo to employees obtained by CNBC. “We are here to support you.”

Romm said the company is expanding its health care benefits to include expenses for employees and their covered family who need to travel to access a range of medical procedures, including care for abortions, family planning and reproductive health.

Amazon and other companies added travel reimbursement earlier this year as state governments in the Sunbelt passed laws that shuttered abortion clinics or limited access in other ways.


But how companies react over time will vary and could include removing abortion coverage from health plans, or offering indirect assistance such as paid time off or contributions to a health savings account that could be used for travel-related expenses to receive care in another state.

Nearly 30% of organizations said they would increase support within an employee assistance program for reproductive care in a post-Roe world, according to a survey of more than 1,000 human resources professionals for the Society for Human Resource Management. The survey was conducted from May 24 to June 7.

About a third cited paid time off as the top resource provided to support reproductive care, and 14% said they would include the topic of reproductive rights in their diversity, equity and inclusion programs.

Nearly a quarter of organizations said that offering a health savings account to cover travel for reproductive care in another state will enhance their ability to compete for talent. 

Businesses taking a stand

Even before the Supreme Court decision, companies were under pressure to step into the abortion debate — or at least articulate how abortion limits and bans could affect their businesses.

Companies have long used their economic power to influence political policy. In 2019, when Georgia legislators sought to ban almost all abortions, Hollywood used the threat of production boycotts in the state to make clear its opinions about politics.

Still, in the wake of the pandemic, studios have been slower to react to new laws that traditionally they might have opposed. Production shutdowns are no longer a luxury the Hollywood can afford, especially as it seeks to keep up with demand for new content.

Disney is coming off a recent battle over a hot-button cultural issue. The company publicly opposed Florida’s so-called “Don’t Say Gay” bill, after its employees demanded the company take action. Florida Gov. Ron DeSantis Florida’s Republican-led legislature revoked the company’s special district in the state, which is home to Walt Disney World and other resorts, in a move it said was not retaliatory.

In a memo to employees Friday, Disney said it “remains committed to removing barriers and providing comprehensive access to quality and affordable care for all” employees. Disney, which already has pre-existing travel benefits that allow its employees who are unable to access care in their current location to seek out medical care for cancer treatments, transplants, rare disease treatment and family planning, which includes pregnancy-related decisions.

As individual states decide whether to maintain abortion rights or block them, legislatures may be faced with backlash from companies and influential business leaders. This could include boycotts, a loss of political donations or inform decisions about where to place headquarters, distribution centers or new facilities.

“Overturning Roe v Wade is a devastating decision by the U.S. Supreme Court,” billionaire and business mogul Richard Branson wrote in a statement. “This will not reduce abortions, it will just make them unsafe. Reproductive rights are human rights. We must all stand up for choice.”


Branson was among the companies and business leaders who slammed Supreme Court’s decision.

“This ruling puts women’s health in jeopardy, denies them their human rights, and threatens to dismantle the progress we’ve made toward gender equality in the workplaces since Roe,” said Jeremy Stoppelman, co-founder and CEO of Yelp. “Business leaders must step up to support the health and safety of their employees by speaking out against the wave of abortion bans that will be triggered as a result of this decision, and call on Congress to codify Roe into law.”

Investors in publicly held companies could have a major influence on how responses to the new ruling are crafted.

At a Walmart shareholders meeting earlier this month, an investor called on the country’s largest private employer to publish a report on the potential risks and costs to the company of state policies that restrict reproductive health care, and any plans the company has to mitigate those risks. The proposal, which is nonbinding, was opposed by the retailer and did not receive support from the majority of shareholders.

Similar proposals could come up at other companies’ shareholder meetings in the near future. Analysts could also probe executives during upcoming earnings calls.

Walmart is based in Arkansas, a state that already has a law on the books to trigger a ban. The company declined to comment on Friday when asked if it will cover travel expenses to states that allow abortions. It already pays for travel to hospitals and medical centers for other kinds of medical procedures, such as spine surgery and certain heart procedures.

Wharton’s Schweitzer said employees and customers increasingly expect more from companies and want to join or spend money with those that mirror their values.

The corporate world has led the way in some cases, with companies turning Juneteeth into a company holiday before it became a federal one. Some companies, such as Unilever-owned Ben & Jerry’s and CEOs, such as Levi Strauss & Co.’s Chip Bergh have become known for speaking out.

“There’s been a growing trend for executives to become more involved, more engaged in social and political issues,” he said. “This is going to increase that trend where we’re going to see many executives speak out, many executives lead on this issue, and it’s going to normalize the idea that executives are part of the political process.”

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Exclusive: Leading With Transparency in Times of Uncertainty –




Leading With Transparency in Times of Uncertainty

#Leading #Transparency #Times #Uncertainty

Opinions expressed by Entrepreneur contributors are their own.

While not a new concept, the importance of transparency in the workplace took on more urgency during the pandemic as our daily lives, including our work environment, were upended. Worldwide, both within the workplace and outside of it, uncertainty became the norm rather than the exception across many influential sectors: geopolitical, natural and business. And there are no signs of things calming down anytime soon.

In a volatile climate, organizational transparency becomes more essential to your business success. As your employees cope — or attempt to cope — with constant upheaval and uncertainty, helping to foster stability toward mental health is of prime importance. Any reassurances you can offer your teams will go a long way in stabilizing their anxiety levels, at least regarding the workplace since external factors are most likely beyond your control.

Ask yourself: If your management team is not leading with transparency, what is your response to the uncertainty? Are you then leading with opaqueness? What does that mean for our employees?

Related: Six Strategies To Navigate Through Uncertainty

Transparency vs. opaqueness

Transparency facilitates a more open, less hierarchical approach to management and a culture that tilts toward learning and innovation. It assumes that data and information will be of value to people. A culture of transparency helps to decentralize information, and with the right information, we’ve witnessed individuals become leaders.

The more employees connect to your company’s overall business objectives, the more room is given for inspiration to arrive. Transparency allows for ownership and alignment, enabling the business to unlock growth. In addition, it encourages individuals to take ownership of problems and mistakes, solutions and their departments. It discourages finger-pointing. It is evidence of mutual respect between the organization and its employees.

In this environment, employees stay connected to what is happening within the organization and don’t have to spend valuable time questioning the company’s direction or plans. If a problem develops, the focus stays on solving the problem versus spiraling into a perceived cover-up and becoming part of the subsequent rumor mill churn.

Organizations led by transparency foster a culture that acknowledges we don’t have all the answers and are learning together as the business grows.


Related: Five Actions Leaders Should Take In Times Of Uncertainty

On the flip side, opaqueness assumes hierarchy. The lack of transparency permeates the organization, causing silos and territorial fiefdoms. Opaqueness facilitates a culture that guards information and knowledge and instructs people what to do instead of providing opportunities to lead. There’s no ownership by employees. There’s the leadership team and everyone else.

Here are some tactics your organization can leverage to foster a culture of transparency.

  • Document your vision, strategy and goals. Openly state these north stars, even sharing them externally, instead of having people guess or make them up for you. This level of visibility will ensure the alignment of your go-to-market strategy with your vision, mission and goals.
  • Share internally how the business is meeting its goals. Measure how the business is performing monthly or quarterly against a transparent plan that you’ve put in place. Share OKR (objectives and key results) reporting of how the company is performing. Use this information to foster a culture of learning. At PandaDoc, we understand that some of these OKRs will fail, but we let everyone know it’s okay as long as we learn from our mistakes.
  • Regularly schedule all-hands meetings. Implement these meetings at the company and at departmental levels. Schedule “ask me anything” meets with leaders so employees can voice their questions or concerns. PandaDoc’s all-hands have a cadence to them. We publish a calendar of what we’re going to discuss; for example, a monthly or quarterly business review, an OKR review, show and tell and what’s happening in various departments. We also structure time to talk about things happening in the world that impact us.
  • Schedule sprint reviews. Have departments share their accomplishments within a designated time — for example, over the past month. Record and post these on your company website so everyone in the company has the opportunity to view them. At PandaDoc, we invite our entire company to join our weekly product and engineering sprint reviews.
  • Create a culture where your employees feel safe. Not every employee feels confident enough to ask leadership-related questions during an all-hands meeting. Provide structured ways to encourage the questions. Let your employees know that they can have one of their co-workers ask the question on their behalf. It’s a simple way of letting your employees know that you have their back, and it provides a way for all employees to have their concerns addressed.
  • Take note of what other companies are doing. Software developer GitHub, for example, is implementing some innovative ways to promote transparency. Two that come to mind: They publicly expose their employee onboarding and offer a two-week CEO shadowing opportunity for employees.
  • Understand that you don’t have to share everything in real-time. You might not want to share a new development in real time; some may require a well-thought-out plan. But you do want to get in front of the rumor mill before your employees start to have that nagging feeling that something is wrong. And definitely, before the information is available on the internet. Share as quickly as possible what’s happening, and what the plan is so your employees can decide their next steps. Sharing this information helps cultivate mutual respect.

As you think about leading with transparency, it’s critical to note that your business is already transparent, even if you don’t want it to be. There’s no point in hiding negative information. It’s going to come out. And you don’t want the information shared on Twitter before you’ve shared it with your employees. A better business practice is to embrace and lead with transparency to foster a more positive working environment for everyone.

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