A few weeks ago, in an article from The Atlantic Our Pandemic Summer, the author mentioned a friend who described how society is currently living due to the virus as the ‘now normal.’ In the context of our day-to-days and especially in the context of our work, this idea really strikes a chord.
As April and I were planning this webinar we decided it needed to be clear that working – whether that’s virtually or on the front lines – in this moment and time is anything but normal. For those of us working remote, we’re not actually remote working. We are pandemic working.
And there are a ton of us now working away from the office. According to MIT research, 34.1% of Americans who were commuting are now working remote. There are also massive numbers of workers who have been laid off or furloughed too. In only a short few months, the working landscape has changed an improbable amount.
This change means employers now have to reconsider who the audiences they are communicating with. There’s the veteran remote workforce whose routines are suddenly changed, but who may have answers to unforeseen challenges. The new remote workforce who are managing a new working environment with little preparation and all sorts of other important life things happening. Your furloughed workforce who are in a state of limbo and worried. Who lost their work community and need to still feel connected. And, last but not least, your pipeline who will matter again very soon and will be watching everything you do very closely.
All of those groups matter. What also matters is taking their very different realities in this ‘now normal’ into mind as you develop and communicate programs to keep your people engaged.
The Meaningful Brands report we run annually at Havas recently found that consumers look for an experience that is seamless, memorable, and personalized. It also found that anything less than this was considered an irritant.
It’s no different for your employees in this situation. In fact, understanding the difference in personal situations is probably even more key now. Some employers are doing truly brilliant things right now to keep people engaged and connected – eLearning, virtual workouts, virtual happy hours, virtual coffee breaks. A lot of activities that mimic the workplace. This is crucial to helping people navigate pandemic working. But, it’s key to remember that not all employees will be able to join or take advantage of those opportunities. That can be even more isolating.
One size will not fit all, so it’s key to listen to your people in order to build the most inclusive possible “now normal.” As you review and optimize your current employee engagement and outreach efforts, here are some of “the now rules” to consider:
LEAD FROM THE FRONT
Whether you are the CEO, chairing a call, or just writing a message to a colleague - make your optimism contagious. As Talent Leaders, continuously monitor engagement and stress levels to proactively respond.
Now is the time to overcommunicate. Update your employees even when there are no updates. Stay in regular, but brief touch across all departments, working groups, projects etc.
LOOK AFTER YOUR EMPLOYEES
Reset your expectations. Support continued learning but be flexible. Use ambassadors, mentors and buddies to add more moral and structural support.
LIVE YOUR VALUES
When in doubt, remember it’s your values that guide your culture and set behaviors. You’ll need to reset expectations, but your purpose still matters.
I’ll end this by saying, times may be uncertain and we may only have guesses as to what the future will bring, but what I can tell you for 100% certain – your people will remember the way you treat them now for a very, very long time.
Want to learn more? View our webinar here: https://usa.havaspeople.com/webinars.html
Tim Middleton, Agency Director
Havas People North America
Onboarding can be a tricky task – boiling down every bit of a person’s career into a consumable experience without overwhelming them is quite a thin line to balance. Even deciding where to start can be overwhelming for the *lucky* soul in charge of the onboarding process!
But onboarding doesn’t have to be a challenging mountain to climb, so long as you stick to the three bones of onboarding:
Your new hire is coming into your organization with a unique background and experiences, which will shape their experiences and interactions with your organization. Gather information about their background and how they may apply their experiences to understanding your organization. Once you do this, it will help you position the onboarding process in a way that’s specifically relevant to them.
2. “Just in Time”
Now that you’ve boiled down a person’s career into one L&D platform with 30 hours of compliance training loaded, compiled a 100 page PDF of resources, and set up 15 meetings with key stakeholders for new hires, you’re done right?
This is way too much information for anyone to absorb, much less apply. But it’s all critical information, so what do you do? You deliver the information when it can be utilized. This method of learning is shown to be more effective – applied knowledge is stored and remembered more easily than unapplied knowledge.
Getting your team involved in the onboarding process not only takes the pressure / onus off you, but it also creates a more immersive experience for your new hire. With the full team involved in their onboarding, the new hire will feel like they’re part of the team more organically and, ideally, faster.
This also helps the team empathize with the new hire’s experience, and allowing everyone to be accountable for the new hire’s success.
These three bones are the foundation to an effective onboarding process, but there’s much more that goes into fleshing these out to build an experience that is relevant to your people.
Interested in learning more? Contact us!
I just joined the team here at Havas People, previously working in digital marketing for numerous brands and public figures. Coming to the world of employer marketing from a more mainstream background may seem like a big jump, but in reality there are numerous parallels and ways thinking like a marketer can help improve the employee experience, specifically in recruiting.
Here are my initial thoughts after just one week here with the team:
People first – Creating a positive, user-friendly experience during recruitment can go a long way. Job seekers can in some ways be looked at like customers. Treating a customer poorly or not responding leads to lost sales; the same can be said for job candidates. Any poor impression during the recruiting process can lead to them losing interest in the position or company, not only while job seeking, but long term. This can have huge repercussions if they tell friends, post on social media or post a review of their experience on websites like Glassdoor.
Everyone is a recruiter – Your employees are your best ambassadors and biggest advocates. If an employee is happy at your organization, they’ll talk about it. This creates a huge pool of potential talent waiting to be tapped into, simplifying recruiting processes. Building a strong brand and sense of community makes employees feel like they're a part of something special, increasing the chances they will recommend the organization to others.
Paid ads and targeting – For retail, social media paid ads move the needle, as organic posts are becoming more obsolete. The same can be true for job postings. Sponsored ads on websites like Linkedin, Indeed and even Facebook have many advantages over organic posts. They allow you to target by entering certain demographics and criteria you’re searching for, give your posting better positioning on the site, and allow for better tracking and reporting leading to an easier recruitment process.
Jo Schopper, Account Executive