The global response to the covid-19 pandemic has resulted in the most rapid transformation of the workplace. Employees who had never worked remotely before found themselves doing so for the very first time.

Workplace connections that had occurred casually in the lunchroom or in the office corridor are no more, and meetings are happening virtually now. We have progressed from digitizing the firm-customer interaction to digitizing the employer-employee relationship.

Companies are at a crossroad: those who capitalize on post-COVID chances will be in a better position to retain and attract personnel once the environment stabilizes. On the other hand, those that refuse to change will be left behind, exposing their workforce to higher financial risks, including layoffs and closures.

In an increasingly distributed work, managers are the chain that connects each employee to the organization. They have the power to make or break an employee’s experience, particularly in the face of so many new ways of working.

Managers must not only adjust to the changing landscape but also lead their teams through this difficult and unpredictable shift. They must balance the necessity of team growth with regard for ever-changing individual situations, as well as ensure that their direct reports are treated fairly and compassionately.

The top three main takeaways from the pandemic

1. Remote work

Earlier employees used to request work from home, many businesses were unsure if they could sustain productivity and manage staff remotely. But as a result of the pandemic, many companies have been forced to adopt the remote work model, and they are finding it to be effective.

According to the reports, 85% of managers believe that having teams with remote workers will become the new norm.

With remote work, employees are also keeping up with output and maintaining excellent morale.

Some companies are following the remote work trend. Employees at Twitter and Square have been informed that they can work from home on a permanent basis if they need.

2. Managers are the first line of defense in each situation

Managers can act as the first line of defense in the face of the Great Resignation by recognizing employees who may be at risk of leaving and working with the organization to retain employees.

The following are the three most essential factors that will encourage a direct report to approach their management if they are considering leaving:

• The management genuinely cares about employee development.
• The manager gives them regular input on how they are doing.
• The manager is really concerned about employee well-being.

3. Act quickly on employee feedback

Employees want to know that their feedback is being used to drive action. Many organizations quickly shifted their listening technique during COVID. Pulse surveys are being utilized to check on employee well-being, change management, and work-safety issues.

It is more important than ever to respond quickly to employee feedback. Employees have a strong interest in sharing their thoughts on workplace barriers, but it is by incorporating that feedback into action and improving the employee experience by removing those barriers that you will reap the most benefits.

According to a study, 90% of workers said that they are more likely to stay at a company that takes and acts on feedback.

If you want to know how your employees feel while working with your company, Dropthought can help you to collect your employee’s feedback, create delightful experiences, and more.

Dropthought is a user-friendly, omnichannel, and real-time employee experience management platform. We empower companies in different verticals to create delightful experiences for employees across their employee journey. Get detailed analysis and insights from data to exactly know what your employees think and what actions you need to take to delight them.

With a dedicated team, we would ensure that you are optimizing your employee Experience programs and strategies to create great experiences!

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