Personalised Teaching Is Key – eLearning Business
Personalized coaching is the key to safety training
In the past few weeks, Google, Salesforce, and other major employers have found that remote working is now an integral part of the way they do business. This is not surprising given that COVID-19 vaccinations are advancing at a solid pace, especially in the US. As a result, most companies adopt a hybrid workplace model when implementing their return to the office (RTO) strategies.
Organizations had always refused to adopt enterprise-wide remote working because they feared that without direct management control, productivity would decrease. The global work-from-home mandate changed all of that, proving these naysayers were wrong, as many employees increased the number of hours they worked by not having to commute to their offices. However, employee engagement proved difficult to maintain as remote working continued.
Connection and care
Employees who work from home do not feel as personally connected to their employer if they do not go to the office that is surrounded by their colleagues. Companies need to rebuild emotional bonds with their employees in order to avoid churn and burnout. The work culture has to be adapted and completely rethought. Organizations can’t just rely on weekly Zoom Happy Hours to create a sense of belonging and purpose for their employees. Employees need to be heard, seen and felt that their managers are looking after their health and wellbeing. It’s a big responsibility.
These problems extend to the physical work area as well. There are significant logistical challenges associated with RTO (Return to Office) strategies. Simple questions can act as stumbling blocks if not adequately planned, including:
- Who can go back to the office?
- When?
- How often?
- Where will you work?
- Who can you meet?
A full spring cleaning of the employee experience is required depending on how a company wants to operate in a post-pandemic world. Smaller, younger companies avoid investing in office space and go completely online. More mature companies will rely on a blended approach to allow people to connect and collaborate in person. There are no proven models, so many companies will experiment and refine their approach based on the needs of their workforce.
The digital extension of the employee experience
In today’s virtual workplace, executives learn that data is becoming the new gold. They need insight into many aspects of the business to understand their people and their needs.
Cybersecurity is a great example of how companies can use new digital tools to train and support their employees individually. Everyone is a target for cyber criminals from the CEO to a junior associate who just graduated from college. Hackers understand that remote workers are overwhelmed, distracted, and generally bored because they talk on a screen for a good part of their work day. An employee only has to slip once and may have put their entire organization at risk.
Cybersecurity is everyone’s responsibility in a hybrid workplace. What companies can’t do, however, is take a unified approach. Whether it’s a Millennium, Gen Z, or Gen X, people are vulnerable to different types of attack based on their understanding and familiarity with their company’s digital workspace and cybersecurity policies. Organizations need to adapt their approach to identify who needs help and who doesn’t in certain areas. Individual attention and personal coaching can help keep people away from risky behavior and protect the entire company from cyber attacks.
This concept of “personalization” can be applied to many facets of the employee experience. It is important that companies show that they value their employees as people, not just as productivity robots. Whether it’s a personal phone call from an executive to say hello to exemplary work or to make technical investments to make it easier to deliver quality work, organizations must do everything possible to demonstrate their trust in their employees and them to help keep you engaged and productive.
The work culture as a concept has fundamentally changed. Organizations need to re-engage their employees, rebuild trust, and help them deliver in a flexible manner. In order to create a deeper bond with employees, we have to move away from standard recipes and introduce more individual solutions.
