For a year now, many companies have been in a “war” that takes place mainly on the battlefield called home office. And it turns out that managing such a fragmented army is a difficult task that sheds new heroes in the spotlight – HR managers. But many of them go into battle with their bare hands. In order for companies to have a chance to handle the current situation, they need to better arm their long-neglected HR.
The adoption of telework as a new standard has fundamentally affected the interactions and social relationships of employees. In order to maintain productivity and efficiency even when working remotely, managers have quite naturally started to use new intuitive tools for video calls, in addition to e-mails and telephone, to share documents and to create common workspaces, discussion groups and chats.
Just as these new digital tools are essential for increasing team productivity, the success of remote management also depends on the company’s ability to listen and solve problems. It is therefore necessary to arm HR managers in a similar way. “It’s not enough to just communicate properly, that’s just the basis. Solving the new problems that telework brings is much more complicated, ”says Stéphane Nicoletti, CEO of Up Czech Republic, which specializes in employee care.
A new laptop? That is not enough
This task lies precisely on the shoulders of HR managers, who in times of peace are rather overlooked in many companies, but today they become the heart of the company and can decide on its existence and non-existence. Current practice shows that one of the crucial areas is to ensure the best possible working conditions despite all obstacles and sudden changes.
However, working conditions cannot be limited to a quality computer and a comfortable chair. A company can make teleworking easier or more enjoyable for people. All you have to do is provide employees with easy solutions to the problems they encounter every day when working at the home office. Typically, for example, the provision of food. Paradoxically, the number of ways to help employees with this has increased.
“When closing restaurants and moving people to a home office, we quickly activated sales teams and entered into a number of new partnerships to offer our customers a new acceptance network for our products and cards. We started working not only with delivery companies, but also with food e-shops to ensure safe purchases, “says Nicoletti, adding:” Equally key were the innovations of eStravenka to enable contactless card and telephone payments or easy money transfers between colleagues. ”
How to keep balance
In connection with food, the mass transition to work from home showed another interesting thing. And the fact that lunch not only serves to satisfy the basic necessities of life, but also works very well as a dividing line at work and a space for rest. It is the separation of work and private time that is a new problem at home office that many people cannot cope with. Especially when the possibilities of spending free time are very limited.
But even with that, companies can help people. For example, they can motivate employees to promote mental and physical health. He just has to have the right tools in hand. “Thanks to the digitization of leisure benefits and the establishment of new partnerships, eBenefits can now be used for online fitness lessons, as well as for online visits to a psychologist,” says Petra Prchlíková, sales director of Up Czech Republic.
With technology behind happiness
Rest and balance are absolutely essential, but they will not make a satisfied employee on their own. It turns out that teleworking, among other things, undermines the determination of employees who lose contact with the company and colleagues, and because of this, their common goals, missions and the importance of their work are distanced from them.
“This is one of the key areas that companies and HR managers have to deal with. It is precisely with regard to HR relationships and employee involvement that companies are turning to us more and more. Therefore, our goal is to develop new modules on our platform, which will help employees to be more involved in the company’s activities, increase their commitment and happiness at work, “describes Nicoletti.
The purpose of new digital technologies will be to enable the joint success of employees, to contribute and express their opinion, to strengthen team cohesion and to create an environment of well-being within the company and in remote work.
It is not enough to praise money alone
However, an appropriate HR digital solution is not only used to solve problems, but can also be used to express praise, thanks or rewards. Feedback from the company, and therefore the boss, for a job well done is overlooked, especially when working remotely.
Payroll alone is no longer enough, many people don’t even motivate money anymore. “As a manager, today you have to think about how to appreciate every contribution and be able to show appreciation. There are more than enough ways to do this. Acknowledgments can, of course, include a financial bonus or salary increase, but also a non-financial form of thanks or positive feedback that strengthens a sense of belonging to the company, ”adds Nicoletti.
Will your company survive?
The role of the HR director today and after the crisis is and will definitely be exciting. The success of their mission will depend on their ability to maintain a high level of employee efficiency, continuous motivation and commitment while leaving great freedom. It is the digital HR platforms and solutions that will have to be their main helpers in this difficult mission, so that the hearts of companies beat strongly despite the current crisis.
