How To Create A Retention Strategy For Your Remote Workforce
As companies continue to operate under remote and hybrid work environments, their leaders need to start placing a stronger focus on the wellbeing of their remote employees.
When remote work first started, companies were not concerned about when or where employees worked, but whether or not their employees were getting their work done. Fast forward two years where a majority of businesses are now hiring remote employees as well as in-office employees. This has become a popular business model because hiring managers are able to cast a wider net to find better candidates while still keeping the company culture alive with their in-person team.
Remote work is not leaving anytime soon. It’s up to the leaders and managers of remote work environments to start implementing specific retention strategies around their remote employees. Below are a few examples:
- Set Boundaries
One thing remote employee need to do to prevent themselves from becoming overwhelmed or burnout is by setting professional and personal boundaries. Managers should be helping their employees set boundaries by giving them specific guidelines on the time frames of when they should and should not be working.
- Remove Zoom Fatigue
We’ve first heard the term ‘zoom fatigue’ about a year ago. Remote employees have noted that they feel exhausted after a day of virtual meetings. One way managers can help their remote team is by encouraging their employees to turn off their camera whenever they need to.
- Encourage Your Employees To Reach Out and Engage
Remote employees may feel that they need to know the answers to all their questions. Managers need to be encouraging their employees to reach out whenever they need. At first, remote employees may feel uncomfortable reaching out outside of schedule meetings, but setting a daily check ins with each remote employee for a first few weeks will help break the ice.
- Encourage Your Employees To Take Time Off
When working remote, many employees say that they feel they can’t take sick, mental health, or vacation days. They feel they need to be constantly ‘on’. If an employee is sick or needs to take a personal day, they shouldn’t feel guilty. It is a manager’s job to encourage their employees to take personal days, even if it to recharge from a busy week.
Managing both remote and hybrid work environments is not easy. Fortunately, we help our clients implement and execute retention strategies that are curated around their employees’ needs. If your business is in need, reach out to us at email@example.com