Remote working has impacted how businesses recruit by allowing companies to employ people from around the world. In addition to removing geographic restrictions, companies can scale up and down more easily using freelancers and other on-demand specialists. This can lower costs and increase productivity while giving companies access to the best employees. This can be particularly useful for smaller companies. The leadership team must ensure workers are happy and productive when working remotely and while they are managing multiple employees, cultures and HR requirements worldwide.
In a poll of 350 HR leaders and other employees, they were asked how they supported their team throughout the transition of operating remotely. 47% of the leaders said they did this by communicating extremely well with workers, and 45% said they provided technology to ensure remote working happened with no hiccups. When leaders are addressing remote teams, they can not forget the human element of their job. Here are what HR leaders found most important when interacting with remote workers:
- 29% emphasized providing emotional and social support.
- A work-life balance for remote employees was promoted by 18% of those polled.
- Maintaining productivity and engagement was critical in transitioning to remote work for 24% of leaders.
- 15% of leaders polled were committed to ensuring the wellbeing of their remote teams.
Remote working has forced leadership teams to adopt new technologies so they can effectively lead employees in different time zones while ensuring that business operations go uninterrupted. Otherwise, companies risk losing their employees due to a lack of leadership, or business models can be affected due to lack of management. This rise in remote work has changed the way companies are led and it expected to continue. With 70% of workers expected to be operating remotely by 2025, the need to adapt and identify the right leadership and communication tools is critical. Effective global leadership is essential in a remote environment to ensure everyone from shareholders to workers are happy and productive.
Impact on Leadership: People Leaving Jobs
There is a notable rise in people leaving their jobs, but it doesn’t all come from the pandemic. Employees are leaving jobs and finding new careers and opportunities where they feel more fulfilled. They are not hesitant to leave their job to find someplace they feel allow them the flexibility and advancement they are looking for. With 41% of workers considering quitting or changing professions, this has become an employment pandemic. Leadership teams have to quickly figure out how to keep their valuable teams satisfied and productive. Professional development and advancement capabilities are two of the most important things employees cite when they look to leave one company and join another.
Economists are already referring to this period of employees leaving jobs around the world as The Great Resignation. A study from HR firm Personio shows that 38% of employees surveyed planned to quit their jobs in the next six months to a year, but there is no single solution for global leaders. For some, the decision to leave was caused by how their employer treated them in the pandemic. The pandemic led to a shift in priorities for some, with more and more people reconsidering what is important to them in work or pursuing their dream job. Others began looking to transition into a different career path, from unnecessary process restraints or simply putting people in the wrong roles. Leadership has an impact on workers leaving as much as workers leaving a job impacts an organization. If your employees leave in droves, it will affect your business operations and how employees who stay view your leadership style. If you lose a star employee by not taking the correct leadership steps to motivate your team, additional employees may follow them to the exit.