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Strategies to improve employee satisfaction whilst remote working

We recently looked at the benefits of high employee satisfaction (http://www.r13recruitment.co.uk/why-is-employee-satisfaction-important) and why you should make employee satisfaction a priority within your organisation. Following on from this, we wanted to highlight different strategies to improve your employee satisfaction whilst remote working, specifically.

Firstly, you may need to identify which areas within your organisation are lacking employee satisfaction and for what reasons. You could try an anonymous survey to find out how employees are feeling and any areas they feel the company could work on, or direct chats with your employees if they feel comfortable sharing this information personally and without compromise.

Once you have identified the areas which require attention, you can start implementing strategies like the ones listed below.

Staying Connected

Remote working can be isolating for some people and you may lose some of the positive atmosphere that you’ve cultivated in your office. There is so much technology out there to help us stay connected such as Zoom, Skype, Microsoft Teams and even just picking your phone. Daily contact with the team whether this be video calls, or a WhatsApp Group can help to bring the team together.

Building Trust

Trust is so important when you are working away from the office because you can’t simply go over and check what your team are doing. Letting your employees know you trust them to make the right decisions and manage their workloads at home can help to foster a better relationship.

Be realistic of your expectations

A big cause for stress and anxiety is unrealistic expectations placed on employees who don’t feel they are able to voice their concerns when they feel overwhelmed. Remote working may be a new environment for a lot of your team, and this can increase their stress. Setting clear, realistic and tangible goals and checking in regularly to ensure progress are key, as well as providing and gaining 360 degree feedback and offering continued help and support.

Break up Routine

Being stuck inside and staying at the same screen all day can become monotonous and boring, so try to find ways to help break up the routine for your employees. This could be taking a 15 minute break to have a non-work related video chat with coffee/tea, video chatting on a walk around the block or even planning a Friday afternoon quiz. The key to this is breaking up the routine of the workweek, promoting socialization, and demonstrating your appreciation. It’s also key to maintaining good comms and rapport between colleagues, meaning that transition back to a team environment will be much easier.

Opportunities for growth

When employees feel like they have reached the ceiling in their organisation they are going to begin to look elsewhere. Try to encourage opportunities for you team to learn and develop within their career. With the current outbreak, many teams are facing a reduced workload so this could be an ideal opportunity to do some 1-on-1 training in areas your employees need to develop their skills in or support them in finding online learning opportunities.

Recognition for accomplishments 

Now, more than ever it is important to recognise the accomplishments of your team and emphasise any achievements whether they are big or small. Recognition of achievements is a direct and easy way to show your employees that you care about them and the work they do, so shout about it, share it amongst the team and celebrate!

Encourage mental & physical wellbeing

Mental and physical wellbeing have a massive impact on our day to day lives which becomes even more crucial with enforced isolation and limited socialisation. Make sure to encourage your employees to talk about how they are feeling and support them with mental wellbeing during this time, as feelings of anxiety over the current situation may increase. Support your team in their physical wellbeing by encouraging them to get some fresh air. Maybe arranging team workout sessions over Skype or even creating your own running / walking / cycling / workout group where you can share your stats from the week.

Allocating a social interaction champion

Having a member(s) of the team who take the lead on organising ideas and “events” (large or small) which continue to keep everyone connected and engaged works! Setting aside specific times in the week to all come together and then those people keeping things fresh with new ideas which will hold an element of appeal to all team members.

These are just some of the suggestions which R13 have adopted within our organisation. There are many more ideas out there, and investing into your teams engagement will reward you back in dividends long term.

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