Employees are looking for more flexibility at their workplaces rather than concentrating only on salaries and benefits packages. Because of the disruption due to COVID, people want to retain flexible working hours, health benefits, and a good number of vacation days. Above all of that, workers are more serious about motivation and empathy than ever before. If you treat your employees like a part of your family, they will deliver you stellar performance and don't think of leaving your organization. You have to be flexible and bring changes in the work processes to synchronize with the changing business needs. Flexible rewards for employees help you to unlock true potential and provide a phenomenal total rewards experience. Let’s look into the Total Rewards Components that need to be revamped for a better experience. 1. Pay: Companies are becoming more flexible in providing compensation benefits and hikes in salaries. In today’s scenario, the achievement of team goals and honing
According to a survey of more than
800 HR leaders, some HR trends are manifested as a permanent result of workforce
and workplace changes resulting from the covid 19 pandemic turmoil. It is now
essential for these leaders to assess the impact of each HR trend on the
organization's operational and strategic goals and understand how large-scale
shifts are changing the way people work and do business to create an impactful
future work strategy. Some of these new trends of work strategies that you need
to close attention to are as follows-
- The emergence of
new top-notch employers-
The organisation continuously faces
the demand for transparency from their employees even before COVID-19.
Employees and candidates judge their organization based on how they were
treated during the pandemic. Balance the decisions made today to resolve the
pressing concerns of a pandemic with the long-term impact on the employment
brand. Growing organisations communicate transparently and often to show how
they support their representatives despite the execution of cost-cutting
measures. If possible, hunt
for opportunities to rearrange talent sharing partnerships with other
organizations to relocate employees expelled from their jobs during Covid 19
pandemic.
2. The transition from design for efficiency to design for resilience-
Research shows that 55% of
organisations centres around smoothing out jobs, supply chains, and work
processes to expand effectiveness. While this approach made it more efficient,
it also created vulnerabilities because the system was inflexible in dealing
with disruptions. Resilience organizations were able to respond better by
quickly modifying courses as they change. To build a more responsive
organization you must design roles and structures based on results, increase
agility and flexibility. It likewise bestows employees with different,
versatile, and adaptable jobs to obtain cross-functional knowledge and training.
3. De-Humanization of employees-
Some organizations recognize the
humanitarian crisis of a pandemic and prioritize the well-being of employees,
while others work with employees in high-risk situations with little support.
Carefully consider which approach you take and be aware of the impact on your
employees' experience. This will last a long time. Deal with inequality when
remote employees and onsite employees are treated differently. Draw in task
workers in team culture and create a culture of inclusiveness.
Adapting to these future of work strategy approach will result in flattening hierarchies and smooth
functioning of your company post-pandemic.
Thanks for sharing informative blog with us! COVID-19 disrupting businesses all over, most teams have been forced to go work from home. In this situation, Virtual team building activities for corporates can help to bring remote teams closer and boost productivity.
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