Remote working in the time of COVID-19
The growing demand toward remote working was significant during the lock-down phase according to the COVID-19 pandemic. To survive such a scandal, companies and industries have applied remote working strategies to prevent unfavourable circumstances. But it should be considered that such a reformation on the workplace environment can harm employees in terms of job uncertainty, ambiguity, and heightened anxiety. The nature and the meaning of the work should be clarified to the employees to maintain financial profits and level of productivity.
Remote employee engagement
The level of employee engagement is entangled with various factors from working culture including the manager, organization, and individuals. Colleagues and customers can be considered as well especially where the employee works in a shared setting.
In remote working in-person relations are not that significant. Yet their absence may have reverse effects on individuals’ engagement and motivation.
Management role in remote working
Talking about management strategies and the boss as the role model in the working culture, it is indispensable to keep in touch with workers and find their needs. Especially when they are working remotely. It is suggested to define a valuing method, where managers can send feedback to their employees and encourage them on their job. On the other hand, the employee-employer relationship has a significant effect on decreasing the level of employee cynicism, where they question organization integrity and they tend to criticize their policies.
An individual need in remote working
As mentioned earlier, individuals need fulfillment results in their satisfaction and directly affect their performance and self-efficiency. Several studies investigated the characteristics of a “Good Work” and personal needs in that. The results showed employees’ main considerations included interesting working tasks, the feeling of accomplishment, and personal growth in the job rather than payment and job security.
In remote working, this can clarify with regular contacts and weekly one by one meetings with remote employees to explain their position and appreciate their role in the whole team progress. On an individual’s demand, a 2010 study focuses on employees’ autonomy impact on their total engagement. It relates this need to individuals’ wellbeing and satisfaction. It depends mainly on the employer-employee relationship where the demands of both sides are understood well, and they can share their opinions freely.
HR policies in remote working
The results and the effects of applied strategies can be evaluated through different questionnaires and analyzing the gathered data. Artificial Intelligence applications in the HR process have automated the process and made the results more reliable and applicable. ComeMit applies such a strategy in analyzing the gathered data from people and suggests executing HR policies to not only save cost and effort but also optimize efficiency and productivity.