Audio Event Ep. 16 | Expert Talk with Pradnya Patil on How to Drive Employee Engagement in Remote IT Teams?

As the remote work landscape evolves, these insights serve as a compass for organizations navigating the path to sustained engagement and productivity.

Event Link: https://www.linkedin.com/events/7152641127764967425/

Date & Time: Sat, 9th March, 2024 at 7.00 pm IST

In a dynamic world of remote work, sustaining high employee engagement is paramount. Pradnya Patil will share profound insights in an expert talk on “How to Drive Employee Engagement in Remote IT Teams.”

See you on Sat 8.00 pm IST to explore more.

#RemoteWork #WFH #ExpertTalk #PradnyaPatil #VipulTheWonderful #postAresume

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The post Audio Event Ep. 16 | Expert Talk with Pradnya Patil on How to Drive Employee Engagement in Remote IT Teams? appeared first on POST A RESUME HR Consultancy.

Hindustan Coca-Cola Beverages to allow permanent work from home

PTI | Hindustan Coca-Cola Beverages (HCCB) on Wednesday said it has introduced an option of permanent work-from-home for its employees whose physical presence in the office is not required as part of a new policy. The policy provisions for employee safety, their emotional and physical well-being, and also monetary support to make the work-home space ergonomics suitable, HCCB said in a statement.
The policy, which is built on the company’s basic tenet of providing care and flexibility, will span the period post-pandemic that employees can choose to permanently work-from-home, provided they do not need to be physically present at the work location such as factory, or sales, it added.
“This policy is led by empathy and flexibility, ensuring employees and their dependents to feel safe and be at ease, regardless of their work location. The idea is to provide a seamless experience that is meaningful both for the company as well as the employees.
“The unique feature of the policy is that it has been co-created by our colleagues who we feel know their problems the best. The situation is evolving and hence we remain open and flexible to any modifications that the policy may need,” HCCB CHRO Indrajeet Sengupta said.
Under the policy, HCCB said it has started delivering ergonomically designed chairs from its office to the eligible employees to their homes on request.
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“Those working in other cities have the option to purchase work chairs. Recognising the need for uninterrupted internet connectivity, HCCB will provide monetary support for employees to install UPS for power back-up including monthly wi-fi expenses,” the statement said.
Employees can also avail of monetary support to purchase tables, headphones, lamps, webcam, external microphone, even a coffee mug or flower arrangement, it added.
“To deal with physical and emotional challenges, the company has provisioned for telemedicine facility and wellness counselling through the organisation 1To1 HELP. An app available for an easy download, managed by a chatbot, will continue to be used by employees to update the company on their health and wellness,” HCCB said.
The company has modified its health insurance policy with provisions to include parents and in-laws and ‘top-up’ cover for the immediate dependents, it added.
HCCB is among India’s largest FMCG companies. It manufactures, packages and sells beverages brands, including Minute Maid, Maaza, SmartWater, Kinley, Thums Up, Sprite, Coca-Cola, Limca, Fanta and Georgia, among others.
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The post Excellent Opportunity for female to work from HOME appeared first on POST A RESUME HR Consultancy.

1. Self-Directed Learning/Self-Motivation

This is a crucial competency for any successful work from home employee to possess. Many positions that have traditionally been in-office, now require employees who can manage themselves. As we all adapt to this new normal, many employees and job candidates find themselves juggling work-life balance in a very different environment.
For instance, organizations may hire employees in different time zones, single-parent employees, and folks from all walks of life. Being “flexible” in work from home environment might mean getting out of the comfort zone of working a traditional 9-5. The key result is hiring people who can meet deadlines, produce quality work, and get the job done as their schedule allows.
The other side of this is finding candidates who possess teamwork and collaboration skills; those who demonstrate a willingness to also work around other coworkers’ availability.
If you’re hiring make sure to ask candidates about their personal obligations and what they’ve done in the past (or could do for your organization) to ensure that they’ll meet expectations. Beyond hard skills (coding, computer software prowess, etc.), you need to find talent who are self-motivated to perform and can learn on their own.
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2. Conscientiousness

Our current status quo is something of a global experiment with working from home. More employees are working directly from home. Everyone’s in a remote lockdown situation which is going to yield personality traits and characteristics of current and future employees. Regardless of where and when work gets done, the fact remains that it has to get completed. Look to hire teams that can work in-tandem over Zoom, Chat, Slack, etc., and who can fulfill roles as if nothing were different. Your most valuable employees are the ones with the most self awareness.
That’s partly because conscientious employees and candidates are the ones who can make the remote work situation work for themselves. These individuals can blend their personal and professional lives under one roof. In interviews, you can ask whether people have worked remotely or not before and how well they’ve done in those respective roles. Additionally, Video interviewing and game-based assessments software can identify competencies such as conscientiousness, cognitive ability, drive for results & initiative, dependability and adaptability.
Using secure, validated software and people science is a great way to find ideal candidates faster. Which, of course, you can accomplish without relying on a traditional interview structure.

3. Work Ethic

We’re all dealing with highly-stressful situations in regard to everything that’s happened in our world this year. Of course, adding stress to our already-stressful personal and professional lives doesn’t make anything easier for anybody. However, hiring committees can glean a lot about an individual’s work ethic from video interviews and assessments.
During interviews, make sure to drill down deeper into a candidate’s self-management skills. For instance, you can ask if a candidate is capable of knowing what it takes to get their required work, regardless of when they do it and how they balance it with their personal lives. For some, that might mean taking early morning calls–or finishing tasks into the evening.
Of course, remember to be transparent and explain what each particular role will consist of. Explain that nobody will “be monitoring” whether or not an employee is online (unless your organization utilizes that type of software). Rather, work ethic in the new normal is all about dependability and having the ability to bring results-driven work to an organization.
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4. Self-Management/Independence

Given the current state of the world, employees and employers need to keep one thing in mind: there is a certain amount we can do and a certain amount we cannot do. However, organizations looking to hire remote employees should ask prospects about their performance and abilities in a “regular” work environment.
Additionally, invite them to offer you a self-assessment. Besides the greatest strengths and weaknesses, what’s their preferred working style? Do they prefer operating solo–or do they wish to be part of a team? Does your candidate take feedback well? Can he/she/they manage multiple projects on timeliness that matter most for your team?
The biggest change in the COVID-era workplace isn’t whether or not a candidate can perform their job. It’s whether or not they can take on the personal challenge of merging their lives and careers–and do it independently while supporting the overall goals of your organization. Additionally, they’ll need to be adaptable in terms of merging their personal & professional lives with the lives and roles of your team and organization.

5. Adaptability/Openness to New Experiences

You need to look for employees and job candidates who have a natural ability to manage their time well; those who produce quality, consistent work. In fact, this last competency ties into a metric we discussed earlier: conscientiousness. The companies that succeed while working from home will hire (or have already employed) professionals who can manage their work, schedules, and productivity without the need for a “hands-on” manager.
These types of professionals can get the job done from wherever and whenever. The key is finding those who possess a personal level of adaptability and the ability to work from home. The ideal work from home candidates are the ones who can balance personal and professional lives under one roof, while learning the processes and procedures of a new company. Essentially, you need to have coworkers, team members, and leadership who can manage the new blend of work and home life.

Wrap-Up

The old adage is slightly true: “there is no ‘I’ in ‘team.’” However, the caveat is that, when hiring remote employees, hiring managers should absolutely look for evidence of independence. The best, most successful candidates, will demonstrate the ability to both work independently and as part of a team. Make sure to ask the right questions in the interview. Understand what you’re needing from a remote employee–and certify which candidates can deliver.
Also, make sure to constantly communicate with your team. Check in with your employees, make sure everyone is handling their respective situations. Ask if someone needs help. Now is a time where emotional intelligence, authenticity, and empathy will pave the road for success.
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The post 5 Competencies to Look for When Hiring Work-From-Home Employees appeared first on POST A RESUME HR Consultancy.

A recent survey found that the remote workforce trend shows no signs of slowing down. The majority of respondents (62%) work remotely at least occasionally. They willingly choose to work from home and would like to do so more often —  83% replied that the ability to work remotely would make them happier.

If you agree with the majority of the respondents, you recognize that there are plenty of upsides to working from home. But there are also drawbacks. Maintaining a work-life balance may be the most challenging one. The current shelter in place restrictions due to the COVID-19 may make working from home the only alternative at this time, potentially taking away some of the joys of staying home since it’s now practically mandatory. Take a closer look at three of the biggest obstacles to maintaining a healthy work-life balance when you work from home and how you can tackle the issues.
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The blurred lines between home and work

Many employees and freelancers see working from home as a great opportunity to have more free time for yourself and your family. But the opposite is usually the case. Your employer still expects you to deliver your work at the same pace as you would at the office. But your family may not understand why you’re home and “always working”.
Kids especially may require more of your attention simply because you’re not giving them any. How will you manage to get several hours’ worth of work done while managing your household and attending to your kid’s needs? When the lines blur between your work and home life, neither get your undivided attention.
The solution is to set clear boundaries in every sense of the word. Set up a home office where you can close the door to avoid interruptions and work. Or work from a coffee shop or coworking space. If your kids are home, arrange for childcare during your working hours.
You may need to discipline yourself to avoid the temptation of taking a TV break or doing some laundry or you’ll never get your work done. Set a work schedule with specific hours, just as you would in the office, and stick to it. Otherwise, you may find yourself working in spurts over longer hours at home, feeling like you’re always working, just as your kids said.

Lack of boundaries with the office

Another issue you may face comes from your company’s managerial expectations. Your supervisors or team may text, call, or email you at all hours because “you’re working at home”. The problem with this incorrect assumption is that you can be reached anytime.
Just because you’re working remotely doesn’t mean you’re on standby to work whenever someone calls or messages. And being responsive only encourages the behavior to reach out with problems while you’re making dinner, walking your dog, working on other projects, etc.
Smartphones and technology are a wonderful tool, but they make it all too easy for others to expect we’re “on” at all hours of the day and night. To prevent this situation, you’ll need to clearly designate your working hours and off-hours — and communicate this to your network. Once you set when you are working and available and when you’re not, you’ll need to reinforce it. Set an email autoresponder that replies that you will respond the next business day during work hours. Or set your phone to “do not disturb” during after-hours with a voice mail message explaining you are away from your desk and to please try again from nine a.m. and six p.m. Mondays to Friday, for example.
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Handling bookkeeping and other tasks when you’re autonomous

It’s all too easy to let your bookkeeping, invoicing, or project hours tracking slide when no one is there to remind you. It’s one of the first errors new remote workers make when they start working from home — and it’s an expensive one. Failure to properly keep records or track your time can lead to you missing billable work hours, or forgetting to file your self-employment taxes, which can cost you fines and late fees.
Most people perceive that the remote worker has it made — they get to work from home in their pajamas or at a fancy beach resort while they’re vacationing. Nothing could be further from the truth. Work is work wherever you do it from. And quite often, the remote worker’s workload is bigger than it would be when working in an office environment with support staff.
Remote workers can save time on the ongoing administrative tasks by automating them. Use accounting software that handles your billing and taxes for you. Make your invoicing process more efficient by taking advantage of templates for invoicing. Install productivity and time tracking software to keep on top of the work hours you put into your projects so you can bill accordingly. Insurance is complicated when you’re a remote worker — work with an insurance broker experienced with remote and freelance workers who can handle your business and health insurance needs.
The flexibility of working remotely can definitely be more satisfying, but you’ll need to set up a system that defines and separates your work hours from your personal life hours. The sooner you set clear boundaries and discipline yourself to follow them, the more likely you’ll benefit from working away from the office. As for the current shelter in place conditions due to the coronavirus, remember to take some time for yourself and your loved ones during these challenging and uncertain times.

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