Looking back on this past year, it is clear to see just how adaptive organizations had to be in order to make it this far. One of the biggest workplace changes brought on by the pandemic was the shift to remote work. Going forward, many businesses are choosing to maintain some form of a remote workforce or at least are willing to consider it.
As the pandemic restrictions begin to ease, with new case numbers falling and the introduction of the vaccine, company leaders need to make their decisions on how to operate going forward. If they do choose to retain a full or partial remote workforce, they must plan for an optimal strategy. This time around, the decision can be intentional and proactive as opposed to what it was like a year ago. It is highly encouraged that organizations think strategically about what their next move will be, whether it is with a small group or a large workforce. Here are a few things to consider.
Organizations should consider if they want to continue with a fully remote workforce or go with more of a hybrid model. Some may opt to go with having their employees coming in a few times a week or having a few remote-only workers while others are set up on the worksite. To determine what works best, organizations should consider the following:
If you are considering keeping some form of a remote workforce, you will need to consider what policies will need to be adjusted to fit with your new model of operations. Consider the following:
Your company’s culture will need to be reevaluated. Spreading knowledge of the standards, values, and assumptions that are important to your company becomes more difficult when your workforce is spread out.
Because of this, management needs to be proactive in keeping everyone on the same page and involved with things like virtual group meetings, surveys, and regular one-on-one with employees. Inviting your workforce to contribute their thoughts and ideas on how to better the work environment is also very helpful in keeping everyone involved and offers a great perspective on how to better improve.
With intentional planning, organizations can proactively consider all the options at hand and use the past year as an example of what works best and what does not to create an optimal experience going forward.
How can Payroll Systems help you with workforce management? We offer a combination of software and human support for your business. Contact us to learn more about our highly scalable HR and payroll solutions.
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This article provides general information and shouldn’t be construed as legal or HR advice. Since employment laws may change over time and can vary by location and industry, please consult a lawyer or HR expert for advice specific to your business. You can also contact Payroll Systems to inquire about our HR support services.