Companies are increasingly embracing flexibility by allowing their employees the opportunity to work from home, either some or all of the time. There are many pros and cons of transitioning to remote work that we have discussed. Now, let’s see how a full brick-and-mortar company was able to transition to 100% remote work. By learning their story, you will learn how to keep your business and workforce agile and minimize business disruption during the transition.
How a Business Switched to Remote Work
HireMinds, a boutique recruiting firm that was once located in Boston, MA, is now located all up and down the east coast thanks to remote work. In 2020, the company onboarded five new employees. So, we asked David Hayes, President of HireMinds, what, if any, concerns he had regarding making such a dramatic move. “I wanted to ensure HireMinds continued to have a dynamic corporate culture,” David explained. HireMinds experienced a successful shift to remote work by making the topic of culture a priority during the interview process. Also, they have made culture an increasingly-important priority within their entire organization. “It’s all about employee engagement,” David commented.
How to Keep Remote Workers Engaged
Activities such as happy hours are a start, but it can’t stop there. It is key to engage each employee in a way that is important to them. For managers, this is a great opportunity to find out what their team needs. Then, the manager must deliver on those needs to help retain the best talent. At HireMinds, managers and employees are incented to reach out to one another. As part of the onboarding process, new employees speak to every employee one-on-one. The use of technology, specifically video, is the basis of all communication. In addition, HireMinds has created watercooler chats in a remote environment. This gives employees a chance to catch up in group settings and socialize with one another.
Trust is Key with Remote Work
Trust is another key factor to making a remote environment work successfully. It’s important to trust that management is doing what is best for the company. Plus, it’s important to trust that employees are doing the job they were hired to do. Employers can build trust within their organization by being willing to have transparent conversations about the company’s short and long-term plans and goals. Focus on results versus hours to give employee’s the autonomy that is needed in this changing environment.
HireMinds implemented a six week program that encouraged employees to discuss what was working and what wasn’t working for them when it came to being focused and productive in their home environments. Employees discussed their struggles and their solutions, as well as read white papers about the topic, implemented new behaviors, and discussed their results.
Results of the Transition
After one year in a remote work environment, HireMinds has no plans to go back into an office. They continue to make their culture a priority and work hard at finding new ways to continually improve it. After reading their success story, are you more or less likely to transition your business to remote work? Why or why not? Please contact us to discuss making the switch! Our experienced HR Practice Leader would be happy to talk through any issues or questions you may have. Thank you!