The workforce these days really value the freedom to work from anywhere. In fact, a recent ADP survey showed that 64% of remote workers would think about finding a new job if they had to go back to the office full-time.
Although, companies prefer to manage and grow their talent without the headache of doing it remotely. An astonishing 73% of managers felt that productivity and engagement either improved or stayed the same with remote work. Still, most of these managers (69%) admitted or were neutral about feeling burnout from overseeing remotely.
Just a few years back, long-term remote work planning was obscure, but now it’s on everyone’s mind. With employees likely to come out on top in this tug-of-war given the current job market, companies face the challenge of reimagining their culture to accommodate a remote or hybrid world where people may never actually meet face-to-face.
A Need for a Complete HR Tech Solution
The transition to remote work has left company culture in a vulnerable position. Managers now find themselves consumed by endless scheduling and rescheduling tasks, with team cohesion and development suffering as a result. Addressing team challenges and enhancing engagement have been overshadowed by remote duties that merely maintain productivity levels.
Management is caught questioning which systems and technologies are efficient and which are not worth pursuing. They are seeking products and services that simplify connecting with remote employees, monitoring productivity, and fostering staff development.
Simplifying Tasks
There are several process-based improvements that HR tech can address, allowing talent acquisition executives to refocus on high-value talent management.
- Enhancing visibility into productivity and performance while ensuring employees receive proper training and access to necessary tools and technology to achieve goals.
- Establishing a platform for ongoing feedback and communication, allowing leaders to provide support as needed.
- Prioritizing and rearranging efforts based on significance, with tools that help balance needs and values when rescheduling tasks and projects according to priorities.
- Allowing each team member to access and upload data as work progresses, as relying on emails, texts, and phone calls often results in backlogs and missed opportunities.
- Breaking down complex projects into smaller, manageable parts, as tracking smaller milestones, is easier and helps maintain productivity.
- Assigning clear tasks and project ownership for accountability, which aids in tracking progress and identifying who is responsible for each task.
Promote an Inclusive Culture
At the same time, HR tech should provide the means to establish connections and maintain community in several ways:
- Setting aside time for managers to check in with each team member individually.
- Onboarding new employees and making sure they receive the necessary support.
- Circulating messages that encourage cohesion and simulate in-person social interactions.
- Offering simple scheduling or “office hours” capabilities for employees to connect with management.
- Strengthening connectivity through meet and greet events between geographically dispersed team members.
Well-positioned for Mergers and Acquisitions
High-quality HR software companies that effectively address the process and people challenges will be well-positioned for success in their target market. They will find themselves directly aligned with the mergers and acquisitions strategies of many existing large platforms as they aim to bridge the gap between employees and their organizations. Incorporating targeted capabilities through mergers and acquisitions strategies will preserve existing customer satisfaction and drive new sales.