four Methods To Join With And Empower Workers
Key to success in today’s hybrid work environment
“It’s less about a place. It’s more about people’s potential. ”This poignant message is highlighted in Accenture’s May 2021 report, The Future of Work: Productive Anywhere, and never has that message been more relevant than it is today. Equipped with the right resources, both on a personal and organizational level, people can be productive in any environment, whether they work remotely or on-site. It all boils down to companies understanding the potential of their employees, helping employees to recognize their own goals and potential and supporting them on their path to success.
4 ways to connect with employees and empower them
Four ways to better connect and empower employees wherever they are:
1. Equip them with the right tools
A hybrid work model is here: The Accenture report found that 83% of people prefer this model. A recent McKinsey survey of 100 executives found that in the future after the pandemic, nine out of ten companies will combine remote and on-site work. The question now arises: How do companies offer a flexible working environment while ensuring commitment, productivity and, ultimately, the success of their employees?
In order to accompany a new work reality, new tools are needed. Office Depot interviewed  nearly 1,000 remote workers, asking, “What does it take to be successful in this type of environment?” Video conferencing apps were the most widely used tool, followed by team chat apps, cloud storage, and shared calendars. The list includes productivity tracking and company tutorials on internal processes and software usage.
Since, for example, the demand for video conferencing and other apps has skyrocketed  During the pandemic, Cisco recently revealed  his new suite that combines meetings, events, calls and surveys on one platform.
The suite is specifically designed for hybrid work, as a Cisco survey of office workers found that in the post-COVID-19 world, 98% of meetings are expected to include at least one remote attendee, compared to a previous figure of just 8%. Because nowadays it is no longer enough to simply enable connectivity, as companies have to develop technologies that are also flexible, integrative and supportive.
Collaboration tools are not only in demand, because companies also need to equip their employees with the right tools for their individual work for ultimate personal success. In the remote work environment, having systems that help employees navigate their daily routines, help them set priorities and complete the right activities will continue to be of vital importance.
2. Invest in effective training and onboarding
A recent employee experience survey by Forrester Consulting found that learning and coaching require some attention. Of those surveyed, only half of employees believe they are getting the coaching, training, and development they need to grow, compared to 66% of HR professionals. In addition, nearly 40% of managers and direct reports feel that there is a lack of corporate governance and training. Although HR managers see learning and coaching as one of the most important drivers of a positive employee experience, they see educational software as one of the least important tools to make this happen.
The need for better training and learning software is there, we just have to personalize it and design it according to needs.
Providing comprehensive and accessible learning and training tools is critical, especially for a dispersed workforce. But how can such programs be easily provided in a hybrid workplace?
For example, for a franchisee who is just starting out, quality education is key. With this in mind, the velofix franchise for mobile bicycles has launched the velofix University, which offers all training and standard materials for work instructions online. Combined in four different modules, all training content was organized in a digital library that franchisees could access in their free time. The platform helped the company support the continuous learning of its franchisees from day one and in each distributed location and focus more on growing the business.
3. Get to know the person and their preferences
Fortunately, we have technology and data in place to help capture critical data and insights that businesses can use to guide and ultimately make decisions.
Whatever their preferences and goals, understanding where a person is on their journey and how you as a leader can get them where they want to be is crucial. This is where performance enablement comes in; Such enablement platforms collect real-time data to measure employee behavior based on a company’s KPIs, which are then converted into practical steps for the employee.
Working with various large companies, our team has found that when training activities are inherently related to a person’s goals and performance, more desirable work habits emerge. Because individuals have different personal and professional goals, taking one standard approach (like sending a deluge of bulk email messages) is unlikely to work. In addition, individuals learn at their own pace and may need additional support from time to time beyond the initial training phase. For this reason, providing just-in-time micro-learning experiences is critical.
Starting out with a series of questions to the reseller will give the company a deeper picture, which then translates into more engaged employees and a better overall experience. What motivates you What is it that drives you? What made you choose this career path?
In addition, it is important to understand the learner’s evolution, as today as the workplace has changed, behaviors and priorities have also changed .
For example, individuals may appreciate pull-based learning, which is more focused on immersive and technology-rich platforms rather than mandatory training and certification. You may prefer personalized referrals and learning communities or curious learning (the desire to understand concepts and learn skills beyond the main role).
4. Support the little connections
In their survey of executives, McKinsey found that companies with the greatest productivity gains during the COVID-19 pandemic were those that supported and nurtured small connections between colleagues. Such “microtransactions” could include opportunities to exchange ideas, network and coach. Whether in the physical office or in the virtual space, in the workplace of the future it is crucial that companies create the right spaces for such interactions.
In the future, it will be crucial to have the right systems in place that enable companies to better understand their employees and to establish even the smallest connections between people and departments. All of this is part of the necessary digital transformation that so many future-oriented companies are going through today.
It is time for a change. Whether it’s a major organizational overhaul or small measures like fostering connections between colleagues, every step counts on the road to employee engagement and productivity. The time has come for managers to innovate as the world of work as we once knew it continues to change around us.
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