HRO Today May 2020 - 18

SPECIAL SECTION: MANAGING DURING UNCERTAINTY
empower employees to develop resilience, earn new
skills and take on new roles, work with managers to be
more empathetic and understanding, and get creative in
allocating people to work, which can also help minimize
layoffs, furloughs, or other cutbacks.
LogMeIn has effectively moved almost 100 employees
from roles that are less relevant during the pandemic,
such as office operations, into roles more suitable for
remote work and more valuable to the current climate,
such as customer and sales support. This is not only
an efficient use of resources, but also builds unity and
strengthens company culture by showing employees that
the organization values and wants to empower them.
Training sessions to help employees perform in these new
roles-and trainings in general during this period-also
need to take on new formats. Lengthy in-person trainings
need to be condensed into intuitive video trainings that
convey the key messages faster. Trainees should also have
easy access to managers and peers to answer questions.
Collaboration tools such as Slack can help, providing a
platform where those new to helping customers can
find answers easily or parents can swap homeschooling
tips. These technologies can help people locate
answers on their own time, when they need it, without
overwhelming their schedules with emails or calls.
One common mistake among managers with newly
remote workers is assuming they aren't being
productive if they aren't as communicative. Employees
have a wide range of working styles, so managers need
be accommodating and should only be concerned if
there is a visible performance decline. Plus, much data
around remote work shows that it actually improves
productivity. For instance, a recent LogMeIn survey
found that 65 percent of employees are more productive
in their home office than at a traditional workplace,
and 85 percent said productivity has increased in their
company because of greater flexibility.
A Happy Balance
While communication is key, HR must keep in mind that
it is possible to over communicate. Ironically, in trying
to stay connected while remote, employees often feel
overwhelmed by the abundance of emails, Slack chats,
virtual meetings, virtual shout-outs, virtual happy
hours, and other communications. It's important for
HR teams and managers to clarify what's optional and
what isn't. That way, employees don't feel guilty about
[18]
HRO TODAY MAGAZINE | MAY 2020
85%
of leaders said productivity
has increased in their company
because of greater flexibility.
not attending everything. To note, this varies drastically
from team to team, so HR needs to gather feedback
from employees on an ongoing basis to find the right
balance.
It's a turbulent time for businesses, but this crisis
is presenting a great opportunity for HR. The way
companies treat their employees during this time-
and into the future-has an enormous impact on how
they feel about their organizations. Companies that
can handle remote work well during this crisis will be
substantially overprepared to handle it in the future.
Jo Deal is CHRO of LogMeIn.
https://www.cdc.gov/coronavirus/2019-ncov/index.html

HRO Today May 2020

Table of Contents for the Digital Edition of HRO Today May 2020

HRO Today May 2020 - 1
HRO Today May 2020 - 2
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