The workforce preferences have changed a lot when compared to the baby boomers. A lot of factors like technological advancement, demand in skills, emerging new fields, and the education sector influence the workforce mentality and have completely redefined the workplace culture. On top of all that, the world is confronting new situations and the companies are incessantly looking to formulate new strategies that can help businesses thrive, no matter what the economic situation is.   

At times like these, companies cannot afford to lose high-skilled and high-performing employees. Besides, they must maintain and build employer branding. So, they will have to come up with plans that keep the employees motivated, happy, and engaged. The higher the anxiety and commotion among the employees, the higher would be the employee turnover rate. In this remote working age, it is more significant than ever to keep the employees engaged and clear of what is expected out of them. 

Before going into the details on what keeps the employees happy in this remote working era, it is absolutely necessary to know the basic theories that would always keep the workforce motivated, despite the business environment. Only if those theories are understood, companies will know that certain factors can never be compromised even when employees work from the office in this modern age.   

Those theories are,  

• Maslow’s Hierarchy of Needs  
• Motivation and Hygiene Factors by Frederick Herzberg  

Maslow’s Hierarchy of Needs  

Though this theory was presented in 1943 in Maslow’s paper A Theory of Human Motivation and his book Motivation and Personality, it is very much relevant to the behavior of the workforce in this day and age. The theory suggests that humans when they are satisfied with their basic needs, will start focusing on their next higher-level of needs. If you apply this theory to the employees, the basic needs are mandatory for the employees to stay at a company, but the basic needs will neither motivate them nor satiate them. To bring the best out of them, the next levels of needs have to be addressed.   

Source: Byjus.com  

Motivation and Hygiene Factors by Frederick Herzberg  

Source: sodexoengage.com  

According to Frederick Herzberg, the hygiene or maintenance factors should be maintained and taken care of, for the motivating factors to have a real impact on the employees. If the employees do not have their hygiene factors addressed, though the motivating factors motivate, they would not be effective and the employees keep switching jobs as the hygiene factors involve the basic needs, which will have a greater effect on the employees’ personal lives.   

Has COVID Changed the Factors That Motivated the Employees?  

Whatever the situation is, the above-mentioned theories summarize what the employees have always wanted and the aspects that could motivate them. The remote working environment has further mandated employee engagement activities to increase productivity and ensure business continuity and growth. Those activities used to include team outings, happy hours, regular meetings to take the inputs of employees and elaborate on business objectives, fun Fridays, stopping by desks to have small talks and watercooler conversations, etc. They are not possible now due to the lockdown restrictions and also the second wave of COVID-19.  

The employees are working isolated with no one around to clear their work-related doubts, gossip, or speak about their concerns. This isolated work environment will definitely have a greater negative impact on the overall productivity of the company.   

How can we overcome these challenges?   

The only way is to find new ways to keep the employees engaged and happy, which is free from anxiety and frustration. 

Here are a few engagement activities in this new working condition:  

Respect Their Personal Lives; Give Flexibility  

The thin line between personal and professional lives has vanished. Children, pets, parents, family, and various other distractions come in the way while working as employees work from home. Managers should not micromanage the team members. Give your team members the flexibility, and see the difference in their work. You can track their work by checking the quality of their outcomes and their ability to stick by the deadlines.   

Regular Virtual Meetings  

Physical meetings are not the only way to connect with your team. Ask your team for updates and learn what is going on with them through regular virtual meetings. This helps the employees to learn what is expected, what their team members are working on, and how they are doing. Regular meetings help the employees to have a sense of belonging.  

Continuous Check-ins  

Continuous Check-in is a framework that works well in any kind of business situation. Adopting effective performance management and engagement software can help you keep a track of your continuous check-in sessions that can help you address the problems of your employees anytime. There would be a lot of questions going on in employees’ minds in these times like uncertainty about their work, personal health, and family safety, which cannot be discussed in group meetings.  

Managers should help the team members to open up during continuous check-in sessions and give employees assurance and also take action on their other concerns if required. Giving feedback on their performance will improve the quality of their work.  

Rewards and Recognition  

Every company has a reward and recognition plan in place. But have you stopped doing it ever since the world went digital? Then, you are making a grave mistake. This will make your employees completely disengaged. Even now, if your employees exceed your expectations, there are many ways to recognize their efforts. Send a thank you mail, congratulate them in your team meetings, let them know about their contribution to the company’s objective, Send a small gift to their home address, or an online coupon.   

How About a Development Opportunity?  

This is the right time to upskill your employees. Give an hour time every day during the office hours to learn something new. You can also purchase corporate courses for your employees and help them to improve themselves. You know your employees better and their areas for improvement. Suggest courses that can enable them to climb the career ladder. When you take interest in your team members’ growth and development, they will not leave the company easily and stay loyal to it.  

Follow these tips and innovate ways to keep your employees happy and engaged.