Employee Engagement for You: September 2020 EditionEmployee Engagement for You: September 2020 Edition https://jasonlauritsen.com/wp-content/themes/corpus/images/empty/thumbnail.jpg 150 150 Jason Lauritsen https://jasonlauritsen.com/wp-content/themes/corpus/images/empty/thumbnail.jpg
The honeymoon is over.
That’s actually both a terrible and perfect way to describe where we are right now. The past six months haven’t felt anything like a honeymoon, but they may end up feeling that way in hindsight someday.
When everything changed in the spring, we buckled down and adapted because we had no choice. We dialed up safety precautions. We closed offices and sent people home.
And then the waiting game started. It’s only a matter of time before this is over, we thought.
We are still waiting. And it’s looking like the wait might not be over for a long while. While we wait, the strain of this new working world is starting to break us down.
Employees, who largely stepped up in the early days of work from home, are starting to feel the fatigue and strain. I spoke to an HR leader yesterday who said they’ve seen productivity start to fall and more people calling in sick than ever before.
The challenge of managing and engaging a remote and distributed team is not going away. It’s a reality we must not only face but embrace.
The good news is that the fundamentals are the same. The bad news is that we often weren’t great at the fundamentals before this happened.
If you want to take steps to ensure your employees stay engaged, here are the two actions to take now.
- Ask employees about their experiences (through surveys, focus groups, conversations, etc.), listen intently for what they need, and where there are gaps, fix them. We don’t need to guess about what employees need to feel more engaged—we can just ask them.
- Ensure manager/employee one-on-one meetings are happening with frequency. There is no more powerful tool for employee engagement than an effective one-on-one meeting. A great one-on-one is scheduled, frequent, and valuable for the employee. Put a focus on appreciation and coaching to maximize the value.
If you do nothing else, put your energy behind these two things. This journey is far from over. Stay focused and keep going. You matter.
Until next time,
P.S. What is the biggest challenge you are facing with managing remote employees? Hit reply right now and tell me about what you’ve found the most difficult.
If you want a condensed, useful article with some good advice for how to manage remote teams, here’s one I recommend. Lots of good advice in a small package. Read: 12 Tips For Managing a Remote Team (And Loving It).
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