The People Management Platform, recently published by Hibob, showed that medium-sized enterprises are particularly struggling to retain staff as offices around the world close due to the reopening of the epidemic. According to the survey, more than half of the employees of these companies are ready to leave their jobs if their hours և are not given flexibility in the workplace.

But, in reality, all kinds of organizations are struggling to find the right balance to return to the usual look of office և a job that has changed forever. This implies that the vast, sudden experience of remote work turned out better than expected, thus causing all sorts of problems, such as what the job is like and how to manage it.

There has been a lot of talk by investment bank executives, others about their previously well-served mystery, about losing their friendship if staff are not to be in the office all the time. However, the real motivation for these leaders may be concerns about how much traders, for example, obey stricter rules and regulations if they are out of sight.

Whatever the reason, there is growing evidence that some leaders are working hard to maintain and even improve their corporate culture. Mike Morini, chief executive of Workforce Software, another human resource management tool, says there are “many ways to make the company culture stronger than before.”

He started his senior team (including himself) by encouraging them to “communicate too much” with each other և company teams to find out what is a priority, who is responsible for what tasks ելու to accept the achievements and good work. “In this way, no one gets lost or left behind in the distant world where we are,” he says. “In remote conditions, it is very difficult for employees to know whether their work is valued simply because of the lack of face-to-face communication and office companionship.”

Morini adds that he seeks to live by the “listen first, speak second” approach, which he believes is possible because it means that managers listened to staff opinions before making decisions and adjusted approaches accordingly. “Business, after all, is no more than the sum of its parts, so the satisfaction and appreciation of your employees is the key to successful successful talent management, management, strong company culture in difficult times, and positive employee experience.” Another potential driver offers the best possible work-life balance, as we all work from home.

To build a team spirit զգ a sense of belonging, companies need to ensure that all employees, including those without desks, receive information and productivity tools appropriate to their work environment. The integration of this information և these tools provides significant benefits to the enterprise, allowing it to create personalized experiences, communications ավելի better access to information. This, in turn, creates connections throughout the organization.

“When so many people work from home or otherwise out of the office, it’s possible for managers to work to balance the work-life balance of employees,” says Morin. The key is to check with employees. “The best managers know that building a happy, healthy team is one of the most important contributors to their success. After more than a year of failures in typical work environments, it is becoming increasingly difficult for managers to find creative ways to support their well-being and motivation. To combat this, employers may need to stay in touch with their team during the workday to make sure they know what their employees are working on, can recognize achievements more regularly, and decide if they are work-related. have a problem. life balance or challenges with increased job management or dismissal. ” Employers should also take the initiative to find out how employees actually feel. They should have regular check-ups to assess the level of happiness and overall well-being of the team, and be prepared to support prompt interventions to prevent negative mental health consequences or low productivity. This level of communication will show employees that managers really care about their well-being and help maintain top talent.

In addition, organizations must continue to do their best to support their employees by offering benefits that really change. Health ության Health benefits are now key. Companies need to think about implementing health insurance programs that allow employees to take advantage of stress-relieving initiatives such as exercise, yoga, meditation, and personal health education. Other benefits may include thanking your employees for offering an extra day off or getting rid of endless meetings. Employees may be encouraged to leave, although they may be reluctant to take time off due to travel restrictions. “It’s so important for employees to understand that leaving can increase their productivity in the long run,” Morin explains.

During the epidemic, some expressed concern about software monitoring employees. But Morini argues that labor management systems have played a significant role in ensuring employee safety, well-being and work-life balance. For example, fatigue management systems monitor hours worked, tasks performed, breaks, and breaks to mark employees who may be at risk for fatigue or burns.

He adds that as companies begin to return to the office in the coming months, it is very likely that they will invest in technology that uses data to make it easier to find out when there is an employee issue, to gain employee feedback. : often տալ allow managers to take action. This will not only have a significant impact on employees’ experience, showing them that they are valued, cared for, and that their needs are being met. It will ultimately increase productivity in all areas of business.

But even with such initiatives, some individuals may worry about returning to the office. Nora Tobin, executive coach, nutritionist and health specialist who also runs the organic coffee business, emphasizes the importance of employees knowing that they are not alone in their concerns.

He offers five tips for overcoming fears of actually returning to the office and improving performance and productivity once and for all.

1. Make a list of the benefits of returning to work in the office. Making a list of the benefits of going back to work in the office can serve as a means of mentally preparing for a large, rather vague transition. Some of the benefits may include the ability to reconnect with social networks և having fewer deviations, which can increase human productivity. The other may be a stronger boundary between work and home life.

2. Establish a healthy eating habits during the transition. Workers anxious to return to the office should take time for important things in their lives. What this includes will depend on the individual, but examples may include time for healthy dining options or going for a morning walk.

3. Go step by step. Individuals anxious to return to a full-time office should take advantage of the option of working part-time for part of the week. This should allow you to find the balance և time to adjust to return to the office.

4. Be purposeful in applying what worked best for you when working from home or in the office. Taking time to listen to yourself, to determine the habits that help them feel happy and healthy, is a key step to success in this transitional period. It may be that they pay attention to what they liked, what they did not like about working at home or in the office.

5. Respect people’s boundaries. Many people have strong, sometimes conflicting, opinions about how the epidemic should be treated. Being a good example of respecting diverse opinions in the office, I hope everyone will feel much more comfortable in these still uncertain times.

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