Successful telework implementation relies on proper human capital management.
Teleworking has been a great battle for SMEs and human capital management. Issues such as how is the best way to coordinate employees are now a challenge for companies. Surely throughout this year you have heard this phrase continuously: "teleworking is here to stay", and it is not entirely wrong because according to the study Adecco Monitor of Opportunities and Job Satisfaction (II): the evolution of telework and part-time employment during the pandemic conducted by Adecco Group Institute: the number of employees who telework has increased by 74% in 2020.
If you want to know what aspects you have to take care of in your SME in order to achieve an optimal management of your employees, continue reading this post and find out some ideas that can help you.
Managing a successful relationship with your employees through teleworking.
- Lean on digital tools.
Teleworking has been made possible by digital tools. For this reason, we recommend that you use technology to manage your workforce. It will be easier and more bearable. Find out which platforms are best suited to the needs of your SME and introduce them so that your Human Resources department can work effectively.
- Manage staff welfare.
You must ensure and manage the well-being of your employees during their remote working hours. From your physical workstation, you could control the work environment, making it suitable for employees. Now you have to do the same, it is essential that you try to make their experience as satisfactory as possible, even if their job is not in the office. A comfortable employee is a more productive and effective employee.
- Encourage coordination and communication among team members.
One of the biggest challenges to overcome is maintaining cohesion among team members now that they no longer work in the same physical location. Your Human Resources department should encourage communication among employees by creating collaborative environments to strengthen professional ties, such as virtual meetings. Employees need to continue to see your company as a unit of which they are a part, even if they work remotely.
You should conduct dynamic virtual activities. Involve your employees and make them feel part of the business.
- Adapt to the new day-to-day life of the digital office.
On the more operational side of teleworking, it is worth highlighting that some face-to-face activities have been adapted from being physical to being remote. For example, signatures have been digitised, meetings with clients are done virtually in most cases as well as the control of working hours. In short, the recommendation is that your Human Resources department or Human Resources manager should be in continuous conversation with employees to identify new digital needs to be covered.
- Manage training platforms strategically and attract new talent.
The Digital Era has led to the need for new profiles and skills in companies. The Human Resources department must be aware of emerging digital needs in order to set up training courses and attract new talent with these abilities. One of the advantages is that this search can be performed outside the geographical boundaries from which your SME operates.
With all these ideas we hope to have given you the basis to approach and implement good human capital management in your SME. Successfully face the challenges of digitalisation by introducing tools, initiatives or processes that ensure good management, organisation, coordination and staff participation in your day-to-day work.