While leaders are keeping the ball rolling by finding ways to sustain and drive the business, HR went into crisis response mode at the onset of the pandemic. Nevertheless, the pandemic isn’t going anywhere any time soon, and to deal with this swiftly changing work environment, HR’s must make it their mission to take into consideration these critical aspects that are now permanently a part of the future of work.
7 Exceptional Strategies to Ace Your Role as a Virtual Leader Key components of being a successful leader centres around your vision, mission and your interpersonal relationships. To be successful, a good amount of a leader’s time must be spent
The types of harassment can range from psychological and verbal, to more serious forms like physical and sexual harassment. However, with more and more offices exploring flexible work options now, technology has a huge role to play in work engagements. And with this, the incidence of harassment, biases and bullying whether over a call or text or video, is only increasing.
A good WFH policy sets the right expectations and creates channels and infrastructure that not only supports working from home but also tackles challenges that come up when you take employees out of the office. As several companies globally are deciding to incorporate this way of working into their structure, it is important from the HR perspective to formulate good WFH policy. Here are 4 considerations to draft an ideal WFH policy.
WFH poses additional to challenges from inadequate infrastructure (like ergonomic furniture, good connectivity), a struggle to fix a good time schedule, and the added pressures of juggling home and work. This situation is new for everybody and is just unfolding. But to begin with, here are 8 ways to ease the pressures on you and your team in the WFH scenario…
Inadvertently, the COVID-19 pandemic has forced us to rethink our work cultures, workspaces, and work relationships. It has laid down the foundation for a new ecosystem. While there is no one-solution-fits-all approach, HR needs to start thinking about things cohesively. And here are a few pertinent questions that will help to broadly outline some of the top priorities for HR teams as we come out of lockdown.
While the whole world struggles to overcome this crisis, it is the leader who is expected to answer some tough questions. So now that most of the fire-fighting is done, decisions made, one-downs are managing the show; what should the leaders focus on? Let’s dive right in.
It goes without saying that it can be difficult to stay focused and productive amid all the chaos, even for the best of the best. We are all facing challenges of juggling the house and work, managing our time, and making sure things are done – not to mention the anxiety and stress the changes are causing. A very pertinent question that arises in all this is – how can we reassess productivity in these challenging times?
More than half of the world’s population is under lockdown to stop the spread of Coronavirus (COVID-19), a public health emergency that has already claimed thousands of lives and sparked fears of a global recession. This has not only had a profound impact on our mental and physical well-being but also on our world of work. Here are some early markers on how this is changing employee culture for the future…
It’s official now that the lockdown has been extended till May 17 in the country. This would mean that all of us would be under lockdown for nearly two months starting from March-end, and we have to adjust to the new normal in the days to come. We don’t know when things will normalise or be as they were before, and the uncertainty is only growing. But we will slowly have to get back to work, and on our feet, and learn to cope with the situation. There are a host of unanswered questions and doubts that crop up. As part of a plan to ensure the smooth transition into back-to-work mode, here are a few more things we can cover…