Tracing back the Nationwide lockdown which we experienced back in march 2020 where all the economic activities came to stand Still, it pressed an urgent need to change the office work environment to work from home for the safety purposes of employees. This gave the team leaders handling various projects an extra added responsibility of handling unseen crises uniquely so that the work deadlines were met on time by completing projects.
The experienced team leaders knew how to manage a team but the ones who were newly given the roles had to face a transition in collaborating with teams working from home. In the beginning, people enjoyed work from home giving them flexibility & comfort to work from home and also give family time, as time passed there ended up situations where physical movement seemed much restricted leading to diversion of focus from work.
Here came the efforts of the Team leaders who were responsible for engaging the teams into productivity to get work outputs.
Below mentioned are the pointers which the managers practiced
Virtual Coffee Breaks
Everyone needs a break from work, even if they’re working from home, and small talk over coffee can go a long way. Asking employees how their day, whether they are facing any work-related challenges etc might help.
Show and Tell
During Covid - physical meets up did not take place so arranging a virtual meeting and giving a platform for employees to show an interesting thing it can be anything, which would engage them into fun activities and discussions
Introduce Online Multiplayer games.
Small gaming sessions in between the work bring a fresh outlook towards work and brings energy to complete tasks. Games prove to be great mind boosters leading to creative solutions.
Virtual fitness and Meditation
Health is wealth for everyone, having some activities related to fitness which may include some stretching, meditation in groups to create a calm working space.
Freedom in Choosing schedules
Employee empowerment and engagement go hand in hand, by essentially giving freedom to choose work schedules it builds a sense of trust and mutual respect,
Often we hear the term Organizational culture and its practice. It resembles one of those pillars which are essential for a company’s growth and revenue generation. It is not an easy task though for HR Managers to construct and build a culture that is 100% accurate.
Let us understand what is Organizational culture
Culture in any organization consists of shared beliefs and values established by leaders which are then communicated throughout the company eventually shaping employee perceptions. Cultures defer from industry to industry along with geographies, with different people and cultures. Thus there are certain criteria that must be kept in mind while developing organizational culture.
The business dynamics are ever-changing with new practices.HR managers and committees must be ready and flexible to accept changes in the environment and develop a culture that fits everyone.
Organizational integrity refers to a company’s action in what it thinks, says, and does. All these three things should align together it passes on the correct messages, values, and code of ethics through the downward hierarchy channels.
Recognition to any human has a lasting impact on their psychological thinking, same goes with the employee recognition, it has been proved in many research and practices that recognizing employees for their contribution and hard work have reduced retention rates and improved productivity.
A culture of learning has a significant impact on business, a company that has a culture of training, learning opportunities for its employees has to always upgrade itself with the ongoing industry standards which help in the latest learnings and bringing an overall business growth.
