The latest on all kinds of information, news, and resources that help you make working remotely better.
It’s critical for retailers to understand that what’s happening on the inside of an organization is often felt on the outside by its customers. Luckily, there are a few workplace management strategies that retailers can integrate into their operations to help boost employee and client retention:
1. Prioritize Open, Two-Way Team Communication
Effective communication helps retailers identify workplace issues and gaps in employee engagement or performance, gauge team and customer satisfaction, and more. One way to support two-way communication is to provide an easy-to-use, one-stop platform that eliminates confusion and operational errors that stem from juggling too many touchpoints.
2. Centralize Workplace Operations
One study found that 40 percent of workers said they left a company because they lacked access to state-of-the-art digital tools. In addition, 45 percent of employers complain that outdated technology keeps them from being productive.
3. Establish Clearly Defined Team Roles and Responsibilities
This helps employees understand how the quality of their efforts feed into the overall success of the company. Employees crave meaning and ownership in their work with 49 percent of employees stating that they would trade a portion of their salary to continue in their role with an added sense of purpose. When a team is striving toward a common goal, productivity spikes, improving customer satisfaction.
4. Re-evaluate and Modernize Employee Training
Proper training takes education and experience, that’s why for long term results, employee training should be continuous. Using a performance and assessment based training program that provides employees with feedback and rewards for skill development is a great step to producing desired workplace outcomes.
5. Foster a Positive Workplace Culture That Thrives on Teamwork – Not Competition
A strong workplace culture can directly impact employee productivity, making positive culture a key factor for business success. In order to build a positive culture, management must offer opportunities for employees to engage with their leaders and peers.
Addressing major pain points like employee and customer retention in retail can seem daunting, but taking the time to evaluate your operations strategies is the first step. Building a more positive and employee centric workplace will help you retain top talent and in turn, retain your customer base.
Employee wellbeing is not limited to physical health; various other factors determine an individual’s overall functioning. Employee health and wellbeing have always been a priority for employers as they boost employee productivity, reduce burnout, improve workplace culture, and offer many other benefits.
The use of technology and AI to derive the appropriate wellbeing solution for the organization will ultimately help revive employee engagement, productivity, and job satisfaction.
Here are effective steps to address employee wellness:
This will make them feel included and help them deal with stress, personal or professional. You also need to make sure that they receive the correct information on time.
Recognize their efforts
Appreciate and reward them for their hard work and dedication. Recognizing employees for their work will boost their confidence and fuel productivity. This enhances working relationships and workplace culture
Be a good listener
If you let your employees speak up about their challenges and struggles, and empathise with them, it will create employee trust. They will feel valued and may also feel little less burdened by life.
Introduce wellness challenges
Wellness challenges will help employees remain intellectually and socially motivated. You can try workouts, cooking, online games, learning, or writing challenges that will boost morale and motivate teamwork.
Ensure financial wellness
Finance is one of the significant stressors today. Employers must ensure their employees’ financial wellness, especially during the time of COVID-19. Financial literacy is a must-know subject and you must keep employees aware or wise financial practices.
Host informal online sessions
Keeping your employees entertained during these tough times can be a stress buster for them. It also nurtures the connection among team members.
Reward your employees
Special incentives always contribute to a better workplace with an agile workforce. Employee rewards and recognition are the buzzwords in the human resource management space and the most substantial for employee engagement.
Host online sessions
Creating awareness on mental health issues is very vital now. When the leaders can build trust among their employees and encourage them to share their issues, whether or not they share, they feel a little relieved to realize having a shoulder.
Wellness is a broad term with multiple dimensions. Employee wellness programmes are vital to attract top talent, keep them happy, and decrease employee turnover and absenteeism.
A healthy organization starts with healthy employees; it safeguards company culture. Thus, prioritizing employee wellness is crucial for growth and development.
Now that the economy is opening up, businesses are deciding whether to retain remote work arrangements. A PwC survey found that 55% of employees expect to continue working from home even after the pandemic passes. In making the decision, employers should keep the following factors in mind.
1. Productivity may be better
Many companies are concerned about whether employees who work from home are as productive as those who work at company headquarters, offices, or other locations. A 2-year study by Great Place to Work reported that most employees working remotely said they were at least or even more productive.
2. Tax issues become very complex
If all employees live within the same state where the business is located, then permitting remote work arrangements does not impact payroll and income taxes. However, if employees live in a state that’s different from that of the employer, taxes get complicated. ADP has an extensive article explaining the complexity of this problem.
3. Workers’ comp may need to be expanded
A remote work arrangement raises 2 issues for workers’ compensation:Whether an employer needs coverage in more than one state. Usually, a claim depends on the state in which the injury occurs. If the company is in one state and the employee is working from home in another state, the company may need coverage in both states (i.e., “extraterritorial coverage”).
Whether a worker’s injury at home is covered. Workers’ comp covers liability for injuries sustained by an employee in his or her own home if it’s considered to “arise out of and in the course of employment.”
4. OSHA isn’t a problem
The DOL said its Occupational Safety and Health Administration (OSHA) does not have any regulations regarding telework in home offices. The agency issued a directive in 2000 stating that it would not inspect employees’ home offices, would not hold employers liable for employees’ home offices, and did not expect employers to inspect the home offices of their employees.
5. Cybersecurity is a big concern
Employers allowing remote work arrangements to continue should adopt policies to protect company data. This could include, for example, providing employees with devices to be used only on company business, educating employees about best practices for security, and helping them secure their networks.
It’s not going to be easy for all small businesses to decide on whether and to what extent they permit remote work arrangements. Many employees like this option and it may be an important way to attract and retain good workers in a tough labor market. If you decide to allow employees to work from home some or all of the time, be sure you address various issues to protect you and your employees.
Whether you are an employer looking to save money and become more environmentally responsible or an employee who would rather skip the commute and work out of their house, there are many reasons to turn employees into telecommuters.
Here are 9 ways your company can save money with telecommuting:
1. Reduce the Rent – Fewer employees in the office means less office space needed. Down size the office and save on rent.
2. Lower Utility Bills – Less employees in the office and smaller digs translates to lower utility bills.
3. Purchase Less Furniture – With employees supplying their own office furniture at home, the company does not need to supply desks for them in the office. If you already own desks and chairs that will no longer be needed, sell or donate them.
4. Lower Insurance Premiums – Smaller office space and less furniture should lower your insurance premiums.
5. Fewer Sick Days – Someone that is feeling sick but still able to drag themselves out of bed can work even if they need to visit the bathroom 12 times during the day. What’s more, sick employees will not be spreading their germs to everyone else.
6. Flexible Work Hours/Working Part Time – When employees do not have to drive 30 minutes to and from work, they are generally more willing to work part time hours. Do not pay for a full 40-hour week if the job can be done with less.
7. Save on Office Supplies – With more employees working at home and less in the office, office supplies will not be so rapidly consumed.
8. All Employees Are More Productive – Let’s accept that when you have several employees working near each other, they find ways to distract each other from their job. Some isolation can lead to better focus and more productivity.
9. Less Overhead – Your overhead will be dramatically less when you start saving money on rent, utility bills, furniture, insurance, sick days and paid hours. With less overhead, it will be easier to generate a profit.