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Market Insights to Manage People Related Costs

  • By Susan Larson
  • August 12, 2021
  • 152 Views

Vast numbers of employees now work remotely, and it’s too late to develop a set of remote-work policies if you didn’t already have one. But there are ways to make the remote-work experience productive and engaging — for employees and the organization.

Use both direct conversations and indirect observations to get visibility into employees’ challenges and concerns. Use every opportunity to make clear to employees that you support and care for them. To facilitate regular conversations between managers and employees, provide managers with guidance on how best to broach sensitive subjects arising from the COVID-19 pandemic, including alternative work models, job security and prospects, impact on staffing, and tension in the workplace.

Preparing your existing IT infrastructure to accommodate a remote workforce is an important step in the process of transitioning from a traditional office environment. Whether it’s for cost reasons, company culture or because employees are more comfortable working remotely, this transition is happening in more and more companies every day. Here are some steps you can take to ensure your infrastructure will be ready for the change:

1) Identify which programs need to be updated or replaced with Web-based software.

2) Conduct an inventory of all hardware needs and determine how many physical devices you’ll need on hand at headquarters vs. how many virtual servers you’ll need to keep running remotely

3) Make sure any necessary data backups are done properly so that if there’s a problem with one.

Our goal is simple, to make things that people care about. We were founded on this principle and we will always be commited to it.

But some good has emerged from remote work. People are becoming energized as executives institute changes, including empowering “previously untested leaders with big responsibilities,” according to McKinsey. Before the COVID-19 pandemic, “organizations felt too bureaucratic, too insular, too inflexible, too slow, too complicated, and often more focused on profit than on people.”

The future of work is now primarily virtual. For organizations navigating all of this for the first time, the challenges of remote work might seem insurmountable. With the right tools, leadership, and the willingness to learn and make real change, the future of remote work doesn’t have to be intimidating. Instead, it can be liberating.