The d’frens blog
Referrals trump advertisements. With the growing distrust of brands, the one way that organizations can ensure they remain the first choice of both their employees and customers is by employing a successful employee advocacy program!
Referrals trump advertisements. With the growing distrust of brands, the one way that organizations can ensure they remain the first choice of both their employees and customers is by employing a successful employee advocacy program!
Covid-19 has brought with it a drastic shift in how we all live, work, and rejuvenate. The same with employees world-over. No wonder old promises made by employers don’t meet the employees’ current needs and expectations. There is a pertinent need for an Employee Value Proposition Refresh if organizations want to remain relevant, keep their employee groups engaged and motivated, and wish to have a great relationship with their employees.
We interviewed people who had recently joined a new company and found that some misses in the remote onboarding process have led to serious ramifications for both organizations and employees. These include lack of development of mutual trust, varying impact levels for different employee groups, and inability to properly discuss critical topics while interacting remotely.
The processes of Induction, Orientation, and Onboarding all need to be executed properly in order to lead to successful Employee Integration.
Ever since the pandemic, remote working has become our lives. And where on one side it has improved productivity, it has also transformed organizational culture in three major ways.
Most managers are now facing a challenge they never signed up for – leading fully remote teams! This brings new problems to the front, along with the need for them to adopt new skill sets and responsibilities almost overnight. But empowering your managers can be the key to all these problems.
To make your employer brand stand out, there are three key focus points: looking within, getting the right word out to the right people through the right channels, and transforming employees into advocates.
Almost every organization today organizes inclusion and diversity programs. But the question is, how many of those programs and efforts are actually contributing towards building and fostering a positive work environment?
To make an actual impact, I&D efforts need to be planned regularly, should address causes head on, and should always communicate the ‘whys’ and the purpose behind the initiatives.
Remote working has brought with it various disruptions in how employees relate and engage with each other and the organization itself. To help combat work-life balance issues and a variety of stressors, it’s crucial that organizations introduce new and unique employee experiences in the virtual landscape that are relevant, purposeful, and impactful for employees.
While most brands have their organizational values in place, a lot of them are unable to incorporate them into their employees’ daily interactions and ‘key moments that matter.’ Making it difficult to translate these values into the desired behavior and action.
There is no escaping the reality of virtual teams. But with most leaders and managers unexpectedly finding themselves in a hybrid workplace, it can be challenging to realize its true potential. So, here are 3 crucial steps that can help you leverage the best out of your virtual teams!
Your organization’s culture has never been as important as it is today! Which is why, a culture transformation that takes into account the changing times is a must to show your employees the way forward.
With the pandemic forcing all of us to shift to the world of remote working, organizations need to consider more than technology to help facilitate this transition. This is where organizational culture can go a long way in helping employees excel even in the virtual setting.
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