We’re excited to bring Transform 2022 back in person on July 19 and pretty much July 20-28. Join AI and data leaders for insightful conversations and exciting networking opportunities. Register today!
When the COVID-19 pandemic forced millions of companies to close their doors, remote working suddenly became the norm for many of the world’s top companies. Suddenly, systems and processes on which decades-long businesses had come to depend were thrown out the window. But this time of change also ushered in technological advancements and needs that hadn’t been seen or considered before the home-working trend broke out.
Remote working was already on the rise before the pandemic; a Gallup survey found that 33% of U.S. employees worked from home in some capacity in 2019. Now that number is up to 67% of Americans who work remotely. Currently, multiple trend reports, as well as anecdotal studies, show that a large majority of Americans hope their jobs will somehow remain remote in the future. Obviously, this is not a short-term trend and we all need to start thinking about the importance of staying connected to this new form of difference.
With this in mind, there is a key difference between a company that closed its physical doors and simply moves everything into online spaces, and a company that has truly embraced digital transformation and is working to make employees’ online experiences so meaningful and special. as in -people’s work did in previous generations. All these changes coincide with one of the greatest events our country has witnessed in decades.
The Great Resignation, or the Great Reshuffle, is an economic trend in which millions of American workers have voluntarily resigned. This trend typically started in early 2021 amid wage stagnation, inflation, government stimulus, protracted job dissatisfaction and health and safety concerns surrounding the pandemic.
The companies that are partnering with the technology solutions and improvements created to elevate and empower workers are the ones that will be at the top of the minds of workers in this era of the Great Resignation. The types of access that new forms of technology providers offer go well beyond a weekly video conference with your manager.
To maintain the human connection in this new era, collaboration and project management tools, instant chat platforms, fresh and reliable HR access and time tracking are just a few examples. But what else?
So the question that lingers on every entrepreneur or operator: how can I hire and retain employees in this time of uncertainty, inflation and technology? What do I need to ensure I can deliver and how can I support a lasting bond with my employees and a positive work culture?
If your company is currently remote, I have a few thoughts on employee retention, experience and excitement. The first is simple: identify what would make your employees happiest. Conduct ‘stay’ interviews with your current employees and determine exactly what they are looking for. Ask questions like:
“Which work structure best suits you and your lifestyle?”
“How does our current work environment promote your growth? How can we improve it?”
“What would you like to see from the company in terms of employee development and engagement?”
It seems like a simple answer to a complicated question, but if you want to help the people you work with stay with the company, understanding their specific needs and wants is the first place to start.
The second step, I believe, is to inventory all the phenomenal virtual and digital experiences that can be used for human connection. We see that this will play a role in large organizations that use the metaverse.
Some companies that have experimented with creating their own virtual worlds include Facebook’s Horizon and Microsoft Workspace. These mega-corporations have found that employees experience extreme Zoom fatigue as a result of spending many hours a day in the flat 2D video conferencing experience.
So step aside, Zoom…now we can get creative and make our team’s virtual meetings feel real, socialize casually through our own digital avatars, and really build and collaborate, almost as if we were personal.
If companies are receptive to the idea of harnessing the power of technology and equipping their teams with headsets and software, people closer to you will sound clearer, while those farther away will sound farther for a more realistic connection and conversation. Just like being in the same room, you can have a one-to-one connection with a co-worker, even if the environment is full of 30 other people!
By giving employees a space or experience in the virtual world, other possibilities suddenly arise. Now an employee who is in a wheelchair can join the company’s VR basketball team, or the two teams from across the country can work in the same “room” on the same virtual model. productivity are essentially endless.
Virtual experiences will only continue to increase our experience of our world, and I believe a huge part of that experience is our work life. Depending on your industry, you spend anywhere from 50-90% of your day working or with your colleagues. It is important that you enjoy the experiences while you are there.
Li Yao is the head of people at Offbeat Media.
Welcome to the VentureBeat Community!
DataDecisionMakers is where experts, including the technical people who do data work, can share data-related insights and innovation.
If you want to read about the very latest ideas and up-to-date information, best practices and the future of data and data technology, join us at DataDecisionMakers.
You might even consider contributing an article yourself!
Read more from DataDecisionMakers
This post Tech, the Big Quit and Human Connection
was original published at “https://venturebeat.com/2022/04/18/tech-the-big-quit-and-human-connection/”