Philippines’ Top HR Blog

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Professional and Conflict-Free Employee Termination Strategies

Terminating an employee is never easy. Nobody enjoys the process but it is a necessary evil of business. If handled correctly, employee termination doesn’t need to result in conflict. There are steps that all HR professionals, business owners or managers should take when letting go of an employee.

Preparation for a Termination Meeting

You can’t wing it when you’re dealing with employee termination. This is something that needs to be carefully planned and executed to minimize fallout, stress, and conflict for all involved.

Gather Evidence

Terminations don’t usually come out of the blue, especially if there are performance related or disciplinary issues. If you’re terminating an employee for these reasons, you need to have properly documented evidence; emails, performance reviews, disciplinary hearings and meeting notes.

Stay within the Law

Pinpoint the main reasons for the termination, is it downsizing, company restructuring, redundancy, violation of policy or performance related. Consult an HR specialist to ensure that the reason is not discriminatory or unlawful.

Prepare for Questions

Be prepared to answer any questions the employee might ask, especially regarding pay, benefits, and procedures that need to be followed. The process can be overwhelming for all parties so prepare a folder to hand to the employee containing all relevant information.

The Termination Meeting

Handling the termination of an employee with professionalism and sensitivity will result in the best outcome for both parties. Regardless of the reasons for the termination, it is important to treat the employee with dignity, respect, and honesty.

Be Brief and to the Point

This meeting needs to focus only on reasons pertinent to the employee’s termination. It should begin by succinctly communicating the company’s decision and presenting the employee with a termination letter, outlining the reasons for termination and expectations moving forward, including final pay, benefits, and any legal restrictions.

Good Timing

The timing of the meeting is important. The best day is Monday, this gives everyone at work time to adjust to the new situation, and gives the employee time to begin looking for alternative employment immediately.

Meet in Private

Termination meetings should always be held in a private area, like a conference room, where other employees can’t see or hear the discussion. But it is important to have a witness at the meeting so that if the employee decides to take legal action it won’t turn into a he-said-she-said situation. The witness should be from HR or senior management.

Handling Conflict

No matter how well prepared you are for the meeting, and even if the employee knows what’s coming, they could still react badly. You need to stay calm and give them time to vent. If an employee responds emotionally, show compassion and understanding but make sure they are clear about the company’s message and the process surrounding the termination.

After Termination

You need to have a plan for moving forward after the termination meeting.

Notify Stakeholders

Be proactive and communicate with all stakeholders as soon as possible. Give a concise explanation and focus on how the company is moving forward.

Be Prepared

Activate a plan to have existing employees pick up the slack. If the terminated employee deals with customers, ensure that there is a competent staff member to replace them immediately. Customers don’t want to know about your internal problems.

Maintain Confidentiality

Termination meetings are confidential and must not be discussed with other employees.

Terminating an employee is never easy but, if handled correctly, it can be conflict-free.

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Leadership Across Remote and Mixed Teams

Digital technology has enabled many new forms of work, but the ability to easily and efficiently work remotely is one of the most pressing. Individuals can choose to work remotely, as freelancers, or may work at home for several days out of the week, creating new and pressing complications for leaders.

Maintaining a sense of teamwork and commitment or motivation for organizational goals across distances is more difficult, and leaders managing remote and mixed teams will struggle with that distance. Here, leaders must maintain connections with persons who may not be physically connected by establishing clear structures, using technology, and ensure collaboration through proper people management.

4 Leadership tips for mixed and remote teams

Hiring the Right People

Not everyone will be collaborative or productive without constant management and accountability. Not everyone can collaborate and communicate well over longer distances or through digital mediums.

A successful hire is someone who is self-motivated, engaged and interested in the organizational goals, and very good at communication. This can be ascertained through skills assessments and competency or behavior frameworks to test how well people are likely to contribute in an unstructured environment, such as when working remotely or from home.

Building Trust

Trust is most easily established by creating close and personal connections with others, closing distances, and making everyone feel like an equal contributor. While this isn’t always possible with remote workers, taking the time to close perceived or actual physical distances as much as possible is an important aspect of leadership.

You can integrate several tactics, bringing nearby remote employees into the office, facilitating communication through tools, and forcing communication through collaboration methods. Your other, and likely most important, tactic will be to treat external employees in the same way as local ones. External employees should receive the same benefits, attention, email address, and access to tools and equipment.

While this won’t always be possible, consistently showing external or remote workers that you value their contribution as much as in-office team members will help you to build trust.

Even when some employees work in other countries, it can be beneficial to have them meet up in person at least once, especially if they are important contributors. This isn’t always possible, but if so, you can compensate for it in other ways, such as sharing video walls to remote offices or asking individuals to share when they leave their desk or office on settings such as in Skype or Slack, and so on.

Establishing the Right Tools

Creating strong team is often difficult when everyone works in office, but it can be even more so when everyone is working at home, externally, or even in another country. Establishing clear and structured communication is one of the most important things you can do as a leader.

You can achieve this by creating clear and structured communication channels. For example, chat and video calling, conference calling, email, and project management tools like Slack are all valuable.

It’s also important to create communication within tooling. Individuals should work in the same tools, in the same way, whether they are working at home or in another country. This will enable better understanding of work processes, better project sharing, and faster communication and collaboration no matter the size of the project.

Create a Structure

Once you have tooling in place, the most important thing you can do as a leader is to establish clear and efficient structures for communication, work deadlines, and collaboration. External employees can’t simply stop by your office to discuss something, they need regular and scheduled ways to communicate and collaborate. Creating set video or conference calls, establishing coaching, developing time and space for collaboration and creativity, and setting a communication strategy will be invaluable in your ability to guide and lead your remote or mixed team.

Remote work is becoming more and more common, with a 140% + growth rate since 2005. However, once you establish strong communication and tooling and create standards for hiring employees based on their ability to self-manage and motivate, most of the barriers preventing good teamwork and communication have already been overcome.

As a leader, your largest considerations will be continued maintenance of structure and communication, while ensuring that everyone feels like an equal and important contributor.

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The art and science of delegation: How to delegate work well

This is a guest post from Juliana Marulanda, Founder of ScaleTime.

Are your small business efforts going in circles?

Being an entrepreneur isn’t an easy-breezy, walk-in-the-park kind of profession. One day, you are the CEO. The next day, you are the marketer, finance manager, salesperson or hiring officer, and the list goes on. To say that it’s an all-in-one job is totally an understatement. And whether you like it or not, it’s an everyday challenge to make peace with all its magnified discomfort; like using your personal savings, reinvesting your paycheck, working on weekends and compromising vacations for the business.

But despite the owners’ passion to attain or retain progression, without a strong profit, only 50% of small businesses survive the first five years. It’s true that if you work hard enough, you can achieve your goals. But that’s not always the case especially if your business demands so much of your time and money.

To preserve your sanity and to avoid exhaustion, it’s time for you to develop trust and delegate the work.

Taking in all the stress and making all the decisions yourself lead you to experiencing “decision fatigue”, wherein your brain’s decision-making powers are overworked so it’s harder for you to rationalize things properly. As an added effect, you’re more reactive to issues, hindering you from effectively managing the whole organization.

According to a research from ScaleTime, 20% of small businesses fail on the first year, but leaders with delegation skills were proven to be stronger in overcoming the odds. Moreover, CEOs who are excellent in delegating showed 33% more revenue than CEOs who aren’t.

Delegating might be crucial at first especially if you’re used to doing most of the essential tasks. But, you cannot fully grasp the importance of delegation until you’ve experienced it yourself. You have to accept that you need help from people who are more equipped in accomplishing your objectives. For instance, you might need to hire a real accountant to monitor and audit your finances, or an HR officer to find people of better fit for your business demands. Hiring a dependable and trustworthy team is a good head start, whether full-time or part-time, depending on your need. Besides, both have their fair share of pros and cons.

Another way to be successful in delegation is to codify your business so you can always be prepared in overcoming the odds. To achieve this, you have to provide a common manual/guide which includes company overview, company systems and training materials that can be accessible for everyone. The goal is to mobilize people to function and operate the business independently, and so they won’t bother you every time they need to decide on something. In this way, you’re assured that all your operations are consistent, proactive and doesn’t depend on only one person’s know-how.

Set aside your fear, take on your much-awaited vacation and get all the freedom you need. Learning how to delegate well spares you from the so-called “decision fatigue” and makes you focus on business growth all the more.

To be confident in your delegation skills, check our infographic and learn the basic steps you can consider doing for your business.

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Managing Difficult Team Members: 8 Strategies that Work

Team dynamics are often complicated and there are always one or two team members that are difficult to manage. Unfortunately, these people can bring down the entire team if the situation is not resolved. Fortunately, it’s not impossible to form a cohesive team, even with difficult personalities in the mix. Here are 8 strategies to manage difficult team members.

Recognize that there is a problem

Before you can address a problem, you need to recognize that there is a problem and that it’s having a negative effect on team dynamics. You look at the full picture and identify the problem behavior and the impact it’s having on the team. Once you’ve identified the problem, you need to resolve it as quickly as possible so that the team can get back to the business of doing business.

Identify the culprits

When you realize there’s a problem, you need to look at your team dynamic to identify the root cause. Sometimes it’s easy to spot the problem team member because they stick out like a sore thumb. But it’s not always obvious and you may have to dig a little deeper.Here are some of your potential problem team members,

  • The Quiet One – doesn’t contribute effectively and frustrates other team members.
  • The Ghost in the Team – doesn’t pitch up half the time.
  • The OverAchiever –focuses only on results, always has to be the best and is bad for team spirit.
  • The Lost Member – doesn’t fit in and is not comfortable in the team.
  • The Argumentative Type- picks fights to demonstrate their power.
  • The Devil’s Advocate -sees problems everywhere.
  • The Aggressor – bullies their teammates.
  • The Joker – can’t take anything seriously.
  • The Diva or Attention Seeker – hogs the spotlight.

You can have one or more of these types in your team and they can work together brilliantly, or it can be a total disaster if you don’t handle them correctly.

Tackle Problems Head On

Once you know there’s a problem and you’ve identified the culprit, don’t let things fester, and don’t be fooled into thinking it will sort itself out. Sit down with the problem team member, in private, and discuss their behavior. Highlight the impact it’s having on the team. The person may not even realize their behavior is detrimental so give concrete examples to demonstrate your point.  Help them understand and appreciate their position in the team and your expectations.

Take time to listen

Given the team member the opportunity to explain their side, and actively listen to what they’re saying.  This will give you helpful insight into the person’s perspective and enable you to get to the root of the problem.

Find a solution

Work together with the team member to come up with solutions that could improve team dynamics. By making them part of the process they will be more invested in the outcome and work harder to achieve success. Part of the solution should be measurable targets and not just vague suggestions.

Always be Professional

Once you’ve had a discussion with the team member give them time to apply the solution, and don’t undermine them by spreading gossip or making negative comments to other team members.


Once the plan is in place, keep an eye on the situation to ensure that there are visible improvements. Follow-up with the team member regularly and give constructive feedback. If you see positive changes, let them know immediately.

Know when to call it a day

If you’ve identified the problem correctly, had the discussion, and monitored the team member’s progress, and you still don’t see improvement, then it’s time to rethink your team as a whole. You might need to reshuffle and make some changes.

Managing difficult team members is challenging, but not impossible, and you have to do it properly if you want your team to be successful.

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How to Build a Workspace for Maximum Productivity

This is a guest post from Aaron Schaffer of Taktical Digital.

Anyone who has worked in multiple offices during their career knows that some are more conducive to productivity than others. An employee who gets a lot done in one office may complete significantly less work over the course of a day if their office doesn’t provide the resources they need.

This is very important to remember when designing a workspace, be it an all-in-one coworking space or a more traditional office setting. By reviewing employee surveys, you can better understand what elements the average worker needs in an office to maximize their own productivity. The following are some of the more important features they cite.

6 things to pay attention to for workspace productivity

Comfortable & Functional Workspaces

Obviously, an employee’s desk should offer enough space for any items they use regularly, like a computer, writing materials, phone, and files. Just make sure you don’t prioritize functionality so much that you overlook comfort.

It’s also important to focus on the ergonomics of the chairs your staff will be sitting in when planning an office design. Physical comfort can have a major impact on productivity, so it’s important to choose models that keep everyone comfortable.


Providing employees with the tools they need to get work done is certainly important. That said, you also need to offer amenities that make the office a more appealing place to be in general. Research indicates that happy employees are more productive. Offering coffee, tea, and designating areas where people can socialize will help ensure workers feel satisfied on the job.


Make sure the office design isn’t so cramped that cleaning it regularly is a difficult chore. A messy office will absolutely impact a worker’s mood. Additionally, if you can’t regularly sanitize the office, workers are more likely to be exposed to bacteria. They can’t be productive if they’re sick.

Necessary Equipment

You’re likely already aware that your office should provide computers, internet access, printers, communications tools, and similar resources employees regularly use to get work done.

That said, you also need to make sure those tools work reliably. Do thorough research when deciding what equipment to include in your office. Taking the time to install functional equipment and resources will have a very positive impact on productivity in the long run.

Access to Fun

If you’re still deciding where your office should be located, keep in mind that workers also report wanting easy access to restaurants or bars they can visit after work. Having a chance to unwind and socialize at the end of the day can significantly impact employee satisfaction. If the area also offers abundant parking and easy access to public transportation, even better.

Natural Light

A well-lit office makes getting work done easier than it might be in a different space. However, don’t rely solely on artificial light. Installing large windows to let in sufficient natural light is also a smart idea. In fact, studies indicate that exposure to natural light can boost productivity.

Proper office design plays a major role in how much work an employee gets done on an average day. That’s why it’s crucial that you take your time to consider what employees want when planning your office design. The long-term rewards are very much worth the time and effort involved.

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Navigating Cultural Differences to Promote Team Spirit: 7 Strategies That Work

Go Team Go! Team spirit is important in schools, but it shouldn’t stop there. Team spirit also has a place in the workplace.  It fosters a sense of belonging, builds confidence, raises esteem and increases company morale.  Team spirit makes people feel like they belong and are a part of something bigger. It’s great to look at a completed project and say, “I was part of that.”

Strong teams create strong companies

Many businesses rely on teamwork to succeed but with an increasing number of companies doing business worldwide, workforces are becoming more diverse. In this new global environment, navigating cultural differences to promote team spirit can be daunting. But it is not impossible.

Get to know team member as individuals

Team leader’s need to get to know their team members. Not just as professionals but as individuals. When you get to know people as individuals, and you recognize their skills and talents, you learn that despite our cultural differences, in many ways we are all the same. We all have hopes, dreams, and ambitions. And you’ll also realize that skills, rather than culture and beliefs, are what’s important to a team. Getting to know team members, and learning about their culture builds team spirit by making employees feel valued and appreciated for who they are and what they bring to the team.

Create opportunities for team members to get to know each other

If employees don’t feel a natural bond with each other, management has to build that bond. There are many ways to foster relationships between team members. Everything from ‘water cooler’ talk to team building exercises and volunteer work can foster rapport within a team. Create opportunities for team members to learn about their coworkers’ cultures, perspectives and way of life, as this will help build a healthy work environment and encourage open-mindedness.

Don’t let company culture become a barrier to team spirit

Companies all have a culture and it is important. It enhances team spirit but it can also unintentionally lead to discrimination. Fortunately, you can build successful multicultural teams without undermining or compromising company culture. One way is to ensure that your company culture embraces diversity and establishes norms that include practices from all cultures on the team.

Retain a culturally diverse staff

If employees don’t feel understood and valued, they will look for work elsewhere and you will lose talented people. Especially if they feel that their culture is inhibiting their progress or ostracizing them from the team. The more diverse your staff, and the more you recognize their diversity as an asset, the easier it will be to build a multicultural team with innovative ideas and strong team spirit.

Work towards a common goal

Your team needs to know that they are working towards a common goal. If they are no longer focused exclusively on their own success, but working for the good of the team, they will find it easier to see beyond their cultural differences.

Keep open communication

Miscommunication is a huge barrier to cross-cultural team spirit. A great way to counteract miscommunication is by using technology and implementing employee self-service software. The software can manage several aspects of the team, including schedules and deadlines, and help prevent misunderstandings between team members.

Deal with conflict immediately

Regardless of the cultural make-up of a team, conflict is inevitable. But it can be magnified in multicultural teams. When conflict arises, make sure to address it immediately. This helps ensure that small issues don’t spiral out of control. A good team leader needs to understand cultural perspectives and use them to minimize conflict.

Building a multicultural team isn’t easy. People don’t appreciate cultural differences and see them as stumbling blocks rather than strengths. With businesses becoming more global, multicultural teams are becoming commonplace and the key to global success and sustainability is embracing diversity.

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Hiring for the Right Reasons: Using Competency Models to Make Better Hires

Making good hiring decisions is a crucial component of HR and one of the reasons competency and behavioral models exist in the first place. Here, hiring managers can look for behaviors that show alignment with the role, key company values, and towards desired engagement and productivity.

For example, you can define key traits you are looking for and then screen for them during interviews to find as-close-to an ideal match as possible. This will reduce churn and boost engagement, because you won’t be hiring individuals who want any job so long as it’s a job.

Cultural Match

Company culture is inherent in your organization and it is something your hire will have to adapt to. This is important because clashes in culture will create friction and dissatisfaction and may result in fast churn.

For example, if a new hire is accustomed to working with a waterfall method and is hired into an Agile company, they may struggle without the structure of direct managerial guidance.

Defining specific cultural values and choosing individuals who can fit into that culture quickly and with as little adaption as possible will increase the satisfaction and productivity of the new hire.

Core Values

Core values can be part of culture but are often something different. For example, if your company is dedicated reducing waste and improving efficiency and your new hire would rather work in a traditional way, regardless of waste, they will clash with company core values and may bottleneck or reduce efficiency in their team.

While some may adapt to new core values, many do not or take a significant period of time to do so. Core values can relate to intrinsic work patterns (such as Lean waste management or Agile self-sufficiency) but can also relate to morals and values, such as being eco-friendly.

Motivation and Career Path

People who want to be hired for the right reasons are often more important than the right people. For example, if you hire someone who is stuck in a job they hate and just wants and out, you’re hiring someone with no real personal motivation or investment in your company.

It’s important to look for and find specific motivation for your organization, even if your work is relatively simple. For example, if you’re hiring a clerk at a fashion store, why did they apply to that store instead of other (unskilled) labor such as a fast food chain? What was their specific motivation.

Understanding motivation and career path become much more important as you move into roles where career development and succession planning or organizational growth are more common or likely – but are valuable to understand for nearly any role because someone without personal motivation for the role will have no personal motivation to perform well or innovate beyond just doing their job.

Pairing Personalities with Teams

It’s often the case that you make a great hire, pair them with a team, and they quickly lose motivation and either lose engagement or even leave. Why? The issue is often that the individual doesn’t personally agree with the team, its work methods, or even individuals on the team.

Working with competency models gives you the opportunity to define the key characteristics and traits required to fit into the team, the key characteristics and traits shown by individuals in the team, and those of the team as a whole, so that you can hire someone who is more likely to fit in as part of it. While this doesn’t mean everyone should be exactly the same, diversity is valuable and important in any team, it does mean you can actively work to not pair people with teams or individuals who may clash with their personality.

Competency models make it easier to define an ideal fit for a specific role by going beyond responsibilities and into personality characteristics and core behavior. This will, in turn, allow you to reduce churn and increase engagement by bringing on new people who show active engagement and interest in the role.

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How to handle conflict in the workplace

Nobody likes conflict in the workplace. It causes tension and hinders productivity. In very severe cases it can even be detrimental to the health of employees. But when you have a diverse group of people trying to work together, with different ways of doing things and different personalities, conflict is inevitable. How you deal with it is what counts.

Every conflict may feel different, but when you get right down to it there are common denominators. The most common causes of conflict in the workplace are lack of communication, disregard for company policy, a break in the chain of command, office gossip and mistrust. The ability to recognize and understand the nature of conflict, and conflict resolution, will serve you well in any business or leadership position.

Conflict should never be left to fester, because that’s when it escalates and things get out of control. It needs to be dealt with proactively and as soon as possible. So how do you deal with workplace conflict?

Conflict between colleagues

Getting drawn into your colleague’s battles will get you nowhere. If the conflict doesn’t directly involve you, then it is best to pass on your concerns to management or HR and stay out of the action. If, however, the conflict is negatively affecting your creativity, productivity or performance, in any way, then you can’t remain on the sidelines. You need to raise your concerns with your colleagues and management. You need to ensure that management understands that your colleague’s behavior is affecting your performance and needs to be handled.

Conflict between you and your manager

Don’t hide your grievances, approach your manager and ask for a meeting to discuss the conflict. Be calm, respectful and constructive. Criticizing and assigning blame isn’t going to get you anywhere and will probably escalate the problem. If you can talk it out calmly, and communicate your thoughts clearly, you’ll probably be able to reach a workable resolution. If you feel too intimidated to approach your manager, then involve HR from the beginning.

Conflict between you and a subordinate

How you handle conflict with a subordinate says a lot about your management skills and style. All managers will have conflict with their subordinates and it can be problematic. Subordinates often find it difficult to raise issues with their managers, especially if they are worried about job security and let things build-up for too long. It is essential to foster open communication with subordinates. Listen carefully to what they have to say, take their complaint seriously and explain your position clearly.

If you can’t come to an understanding on your own, then bring in HR to help you. A third party can give you a better perspective and understanding of another person’s viewpoint. If you really can’t work together, place the employee under the supervision of another manager if possible.

Talk to Human Resources

Whether you’re in the middle of the conflict or on the sidelines, it is important to talk to HR. Companies spend a lot of money on HR specialists for a reason, and they should be part of your conflict resolution strategy.

Conflict comes in all shapes and sizes and often tops the list of reasons why employees look for other jobs. It is up to senior management to create an environment of cooperation, not competition between employees. Good conflict resolution will ensure that your employees, colleagues, and subordinates trust you and know that they can discuss potential issues openly. This will lead to a healthier work environment and better employee retention. And lastly remember, don’t hold grudges, once you’ve reached a resolution move on.

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How to Effectively Match Employee’s Skill Sets With Job Roles

The success of your company relies on the skills of your employees. Putting the right person in the right job can be the difference between success and failure, not just for the employee but also for the project.

Part of effective management is identifying your employee’s strengths, and weaknesses, and then assigning jobs and projects accordingly. Everyone has different skills. They excel at some things and fail at others. That is perfectly natural. The key to your success is playing to your employee’s strengths and using their skills effectively. You’re not going to ask a graphic designer to sell advertising space, that’s not what you employed them to do.

Clearly define different roles within your business

Before you can match your employee’s skill set to a job role, you need to clearly define the job. You can’t match a person to a project if you don’t what it entails. The first step is to draw up a clear and precise job description. Don’t be vague. Describe the job in detail, including the tasks, functions, and responsibilities. Next list the skills, experience, and capabilities that are required to carry out the work. Include a section where you list the soft skills need to perform the job effectively.

When you have a clearly defined job description, with a list of skills, it will be easier to identify those skills in your employees. Remember, your employees don’t have to excel at everything, they have to excel at the job they are employed to do. Only once you have identified the job requirements, can you find employees who have the skills, personality, and experience to fulfill the role.

Use the tools at your disposal to evaluate your employee’s skill set

There are many programs and test out there to help you identify your employee’s skill sets. Use these to gain a better understanding of the people working for you, and how best to utilize their skills.

Are they creative, great at sales, good organizers, managers, and can they perform under pressure? These are all things you need to know before you can assign certain jobs to certain people.

It is also important to take into account personality characteristics. If two people have the same level of skills and experience, it is best to give the job to the one whose personal preference best fits your requirements.

Assign tasks related to skills

You’re not always going to be able to only assign employee’s work that they enjoy. They are going to have to do jobs that don’t inspire them but the more you focus on their strengths, and they’re able to use their skills, the more they’ll enjoy the work and the better they’ll perform.

Re-evaluate regularly

Matching an employee’s skill set to a job role is not a one-off exercise. In a healthy working environment, with strong leadership, people will grow and change. It is important to re-evaluate your employee’s skills regularly and assign projects accordingly.

Studies show that employees perform better, and are more productive and engaged when they focus on using their skills rather than improving their weaknesses. People work harder, and excel at what they do when they are confident and passionate about their work.

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Management Tips: How to Raise Remote Worker Retention

Remote workers are becoming more and more popular with organizations of all sizes, driving convenience, reduced travel time, and sometimes reduced costs for both the organization and the employee. At the same time, working in a remote location removes individuals from their organization, effectively separating them from daily contact with colleagues, a physical representation of the organization, and organizational culture. This can result in a significantly higher turnover rate as employees feel less loyal and less attached to their organizations, which will eventually result in higher costs for the organization.

Developing strong management skills geared towards remote worker retention will help you to circumvent this problem, while building stronger and therefore more productive teams. Because employee retention is often largely about culture, management strategy, and how individuals identify with and get along with their colleagues, you can take clear and defined steps to reduce remote worker churn.

Building Remote Organizational Culture

Most remote workers are at least partially disconnected from their organization and are therefore less able to participate or even recognize culture where and when it appears. Taking steps to create a defined and visible employee culture is crucial to boosting employee retention in mixed and remote offices. For example, you can take steps to define cultural values in ways that are clearly visible for everyone. You can also:

  • Create shared digital meeting spaces or group video/voice meetings
  • Create a high level of work and task visibility across the organization, extending to all remote workers
  • Host real-world events and meet employees in person whenever possible

Any individual, even one working as part of a remote team, should know who they are working for and why, so it’s also important to define company strategy and vision and make it accessible and visible for all employees.

Share Work Processes and Knowledge

While creating shared organizational culture is an important step for building internal rapport and creating a shared sense of self, sharing work processes and knowledge is crucial to creating a strong team with a sense of shared work values. Digital platforms documenting work processes, sharing documentation and accountability, and allocating tasks and responsibility are one way to achieve this, but they should ideally be accompanied by a communication element or communication platform. For example, Slack functions well for allocating tasks and enabling communication, making it ideal for remote work, but it doesn’t include process management. Other tools like Asana integrate process management, but don’t function as well for online discussion and collaboration.

Mentorship & Training

Support and development opportunities are often missing from remote worker retention programs, but individual development and on-the-job-training are also important aspects of employee retention. Offering the same or similar opportunities to individuals working remotely as you would to those working in-office is important if you want those individuals to feel like they are part of teams and valued to the same level. While it can be difficult to provide the same face-to-face mentorship programs as are naturally created in many offices, you can develop adjacent programs including video coaching, digital learning programs, and physical classes where individuals located near enough to travel can be invited to training courses and programs.

Reducing remote worker churn is often about treating remote workers in the same way you would treat individuals in-office, including offering opportunities, sharing information and feedback, and creating transparency in organizational operation and management. If individuals feel as though they are part of decisions and can see why and how work is being completed, they will be more likely to invest in the company and truly commit to organizational goals and outcomes.

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