The digital era is transforming the modern workforce. Gartner’s latest Global Talent Monitor report on workforce trends observed a significant uptick in the number of employees planning to stay in their current roles. However, employees won’t stay at a company where they don’t feel connected or valued. Thus, it’s crucial for employers to place a priority on engaging and retaining their workforce.
For multinational organizations, this means employing tools and processes to engage a diverse global workforce, blending distributed and HQ employees. The proliferation of software and technology, alongside the evolution of remote work policies, has led business leaders to dramatically scale their distributed workforce.
A unified communication strategy, data-driven people management, and investment in company culture all help drive positive retention among an ever-evolving global employee base. Let’s take a look at how some best practices drive value for employers:
Optimize people management
Proper management helps a distributed workforce align with performance and business goals. Managers and HR professionals use a broad spectrum of tools and technology to support their people strategy, including cloud-based performance management software. Tools like these empower employees to set and share meaningful goals and track their progress. They also enable managers to have ongoing conversations with employees about performance, in an informal day-to-day context and formal review-style settings.
Specifically, remote workers can benefit from learning how to be productive and accountable at each stage of their career journeys. They have a responsibility to adhere to the same productivity standards as HQ employees. As remote work becomes more standardized, companies will increasingly institutionalize these tools and best practices.
Unified communications occurs at the intersection of communication platforms and collaborative technology. Instant messengers, video conferencing technology, desktop sharing, and meeting software all work in concert to keep a distributed workforce present and engaged. For example, an in-office team can use a meeting room booking system such as Joan to manage meeting times and automatically sync with existing calendars. The team can use web conferencing software from Fuze to loop in remote workers and track project objectives with project management platforms like Trello.
Collectively, these tools facilitate efficient, inclusive meetings for employees, regardless of their physical location.
Nurture company culture
Company culture is a key component to engaging a distributed global workforce. When building a healthy remote work culture, virtual employees have as great a need to be included in the bigger picture as on-premise employees. HR managers should consider hosting physical events that bring employees together, facilitating frequent team-building activities, and communicating trust. Employees who feel a sense of connection to their company’s core values and future are more likely to be more involved, regardless of physical location.
As the future of work starts to point to a distributed workforce, managers and HR teams should consider the inclusivity of their people strategies in order to keep remote workers more engaged. This involves a multi-faceted approach encompassing elements of performance management, collaboration, communication, and culture building, supported through the strategic deployment of software and technology tools.