It is intriguing how humans have always found ways to birth labels from the time of civilisation. The term ‘New Normal’ has undoubtedly made its rounds, where virtual meetings with cameras off and some extending beyond work hours are becoming more common.
We have all faced such instances with the new normal of remote work.
In the shifting juggling of work-life balance, organisations must adopt a more pliant working culture, for it fosters employee productivity and cognitive maturity.
People drive organisations, and that is their success story. The potency of any organisation depends on the kind of people and expertise they possess, which renders purpose and evolution. It is not just about crunching numbers or harbouring a rising line in the metrics but also about work ethics and employee wellness as leaders.
Why Should Leaders Care For Remote Employees And Their Inclusion?
A couple of years ago, remote work may not even have been on the radar of some companies, and as leaders, embracing this learning did not come easy.
Research states that India has witnessed a significant rise in remote workers. Recent studies indicate that approximately 48% of the Indian workforce is projected to adopt a hybrid work model by 2023 and 2024, reflecting the changing dynamics of the workplace.
This also adds layers of responsibility for leaders to ensure an inclusive and diverse workspace free from biases and negligence against remote employees.
Reasons:
- Increased Productivity: Inclusive environments boost the engagement levels and productivity of remote employees, which in turn helps business
- Cost Savings: Retaining employees reduces turnover costs, which can be up to 150% of an employee’s annual salary
- Enhanced Innovation: Diverse and inclusive teams are more innovative and effective problem-solvers , and they are essential to fostering a positive work environment.
- Strong Employer Brand: Companies known for supporting remote employee well-being and promoting effective feedback mechanisms attract top talent and improve their market reputation
What Are Some Ways To Achieve It?
Eight in 10 people currently work either hybrid or remote. While this shift offers a variety of benefits, it can also make it more challenging to create an inclusive workplace.
However, getting there is not impossible, and here are a few things to keep in mind while incorporating these measures:
- Bias-free culture: With remote employees, decision-making, ownership, and collaboration often feel like myths. Prioritising remote employees’ interests, psychological safety and viewpoints first and then listening to those on-site is a better way to get started. It will establish trust between the employees and the organisation.
- Approach Inclusivity differently: One activity to consider as leaders for remote introverted employees is sharing the meeting agenda two days in advance and having them email their viewpoints for discussion. This will give them a sense of belonging without putting them in the spotlight.
- Ownership: Introduce the culture of rotating meeting hosts, giving them the autonomy to focus on outcomes rather than to-do’s, and having remote employees prepare their check-ins/ice-breaker sessions before the meetings to keep them engaged and promote effective communication.
- Use Technology: Leaders using technology and digital inclusivity tools to bring in participation from remote employees is a smart way of doing things. GitHub Slack channels, utilising hangouts, playing online video games during fun Fridays, and hosting a home tour competition will create team bonding and culture building, discover better connections, collaborate, and problem-solve as a team.
- Adopting Policies: A diversity and inclusivity policy solves many concerns. Data shows that inclusive teams are 35% more productive. Diversity and inclusion help promote Mentorship programs, rewards, and recognition. Creating an inclusive workspace with set goals and offering remote employees a home office stipend also help build job satisfaction.
According to a McKinsey survey on D&I, just 55% of surveyed employees said they feel included at their company.
In addition, 39% of respondents said they have opted out of a job due to a perceived lack of inclusion.
When you prioritize inclusive practices, such as improving communication, offering team-building activities, providing wellness opportunities, and showing appreciation for their efforts, employees feel valued. This boosts employee happiness, productivity, and engagement while making your business more appealing to potential candidates.
While there is a sea of information regarding finding ways to keep your employees at bay, it is equally important to stay on top when it comes to changing policies occasionally. Click here to learn more about the multiple ways we can help your business achieve plummeting growth and the awesome work we do at YourDOST!
