This blog originally appeared on HireRight’s blog.
If your organization transitioned employees to a remote work environment in response to the COVID-19 pandemic, it’s likely that you have now settled in for the long haul. Given that, your leadership may well be grappling with key questions around this new era of virtual workforce management.
Within HireRight, our Human Resources practice is built on four pillars: Attracting, Investing, Aligning and Enabling. During the COVID-19 pandemic, we’ve been guided by these pillars in our global pivot to remote work. Beyond refining our processes for virtual recruiting and onboarding, we have also been considering key questions around the employee experience, including: How can we foster growth and build high-performing teams while working remotely during a time of crisis?
In response to that question, our HR team has focused on several strategies to continue opportunities for advancement, foster collaboration, and ultimately keep our employees engaged. Here is a look at three of these strategies that have made a difference for our team – and that may help your organization in the year to come.
As any HR professional knows, identifying and engaging high-potential employees is key to boosting critical talent retention. Keeping those employees engaged stems from identifying and creating transparent opportunities that align to their desired career growth.
Within HireRight, we are focused on enabling our team with easy-to-access tools for continuous development. Making these tools available in a clear and consistent way is even more important in today’s virtual work environment. Tools that you can use to engage high-potential employees include:
In today’s climate, spending on development programs like conferences and continuing education may not be a top priority. Instead, your organization may benefit from a focus on creating natural synergies that allow for exposure to new challenges, opportunities to build relationships and achieve growth for your team members.
Benefits of such “cross-pollination programs” include collaboration with other internal business units, opportunities to gain added experience in project execution and management, and meaningful chances to drive results within your organization. Additionally, employees will gain exposure to added areas of work that may be of interest. You can support cross-pollination efforts by:
Creating platforms for remote teams to connect professionally and socially is essential in virtual environment. Resources such as Employee Affinity/Resource Groups are one way to create meaningful opportunities for team members to connect and share around issues that are important to them.
These groups can focus on any topic and offer a variety of authentic engagement opportunities at a global scale. Within HireRight, we offer affinity groups related to Women’s Leadership, Black Lives Matter, PRIDE, Working Parents, and other topics. Other tactics to engage your remote workforce include:
It can be hard to form a cohesive corporate culture and keep employees connected and engaged during this era of remote work. However, by using these strategies you can keep an engaged workforce as you confront the challenges ahead.
Chelsea Pyrzenski is Chief Human Resources Officer for HireRight, where she leads the organization’s people strategy and focuses on attracting, engaging, developing, and retaining top talent.
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