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For the past few months, we’ve been in discussions with Weeve.ai, a really cool conversational employee platform, about a strategic partnership.

To date, Qarrot hasn’t entered into any partnerships that I would describe as "strategic". So, you might be curious to ask: Why now? And, why Weeve.ai?

If nothing else, the past 6 months have caused us to think deeply about how the workplace is changing. Remote work is creating many challenges that most managers hadn’t previously had to contend with. For many, the days of casually catching up with a colleague or team member in the hallway or in a meeting room are gone for good.

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These changes not only impact how organizations boost morale and improve performance, but also how managers stay in touch with their employees to gauge how they’re doing and what support they may need.

That’s what’s so cool about Weeve.ai. They’ve developed an empathetic AI chatbot, called Kim, that has organic conversations with employees to understand what’s going well and where change is needed.

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When there are issues, Kim escalates them. Now, with the power of Qarrot, Kim also brings your team's wins to your attention so you can recognize and reward them in a timely and meaningful way.

Combined, we believe that Weeve + Qarrot represents a truly powerful solution for people leaders and managers of all stripes.

To learn more about our combined solution, see our video here: www.weeve.ai/weeve-qarrot

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Dell Technologies

Sydney, Australia

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The company

Dell Technologies is committed to shaping future innovation and technology that drives human progress. With an impressive portfolio ranging from data security to IT infrastructure, Dell is the pioneering force paving the way to a Digital Future. 

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Misha Moore is the Inside Sales Marketing Manager at Dell Technologies Asia Pacific. With over 300 employees to manage and motivate, she was in the market for an all-in-one employee recognition and rewards solution. Misha’s team spans across multiple countries such as Australia, New Zealand, and India. Such a diverse workforce needed a recognition program that could reflect their team's needs with a selection of rewards available across those regions. 

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The challenge

Prior to Qarrot, their existing process posed issues when it came to distributing instant rewards, digital downloading, and ease of use. Employees reported a long window of time between redeeming and receiving rewards - unlike Qarrot where rewards are delivered instantly. It also lacked reporting capabilities, which was a key feature Misha wanted for her team's recognition workflow. Misha was looking for a program that would fit Dells’ specific requirements when it came to recognizing and rewarding their team. Our user-friendly approach to peer-to-peer recognition, incentive campaigns, and reporting capabilities stood out to Misha - which ultimately led her with the decision to choose Qarrot. 

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The solution

Since adopting Qarrot, Misha has seen a boost in employee engagement and productivity. Her team has expressed overwhelmingly positive feedback regarding their experience using the platform, while Misha has been impressed with account services and Qarrot’s' easy-to-use interface. Transparency of rewards and quick turnaround time with our digital catalog means that incentives have more traction than ever before, increasing both employee motivation and performance. Before Qarrot, Misha estimates that she spent around 75% of her work week managing employee payouts - and now it’s as little as 20%. We were able to replace Misha’s time-consuming administration tasks with streamlined automation. Now Misha has more time to focus on her core responsibilities and drive employee performance in a recognition rich environment.

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‍Replace administrative clutter with streamlined automation - book a demo with Qarrot today

An effective employee rewards and recognition program is one of the most powerful tools any organization can wield when it comes to employee experience. Ensuring employees feel valued and appreciated is an essential human need in any workplace. Since employee recognition has been linked to increased productivity, performance, and morale, you will be hard-pressed to find a company that does not recognize a job well done. 

But how do you know when your team is outgrowing an existing reward and recognition process? Whether that is to account for various project teams, remote employees, or diverse rewards. It is important that whatever your process looks like, it can accurately reflect and deliver based upon your company's and employee's unique needs. 

Related Article: How to foster a culture of transparency with a rewards and recognition program

An automated approach to employee rewards and recognition will drive performance while freeing up more of your valuable time. If you find yourself identifying with any of the following scenarios, it may be time to take your rewards and recognition process online. 

You’re suffering from administration overload 

Automated rewards and recognition programs should be an engaging and seamless experience that doesn’t weigh anyone down with administrative tasks. Traditional recognition processes usually result in one manager or supervisor carrying the administrative burden that eats up far too much of their time. Many of these tasks - like campaign tracking or reward distribution - can be left to an automated process. Spend your time celebrating employee success instead.

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 "...used to spend 75% of my time managing incentive payouts, now reduced to 20%" - Misha Moore,
Qarrot user at Dell Technologies

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You’re interested in a collective approach 

Unlike traditional approaches to employee recognition, the best recognition programs involve every employee at every level. Rather than solely dedicating recognition to managers or supervisors, adopt a tool that will enable collective recognition. Introducing a process that is accessible to every employee throughout your organization boosts company culture - improving both employee morale and loyalty. Peer-to-peer recognition programs give all employees a voice - enabling them to praise colleagues instantly, and not in an exclusively monetary way. 

Related Article: Benefits of Positive Reinforcement in the Workplace 

You want insights 

Regardless of which automation tool you choose, it should be equipped with the ability to issue reports or statistics reflecting how employees are using the platform. How often are people being recognized? Are there particular achievements or goals that receive more recognition than others? How many, or how often, are rewards being redeemed? This knowledge will help paint a picture of how your team members respond best to recognition. After all, the point of a rewards and recognition system is to keep employees engaged and motivated - so you want to make sure your employees are responsive.  

You want rewards made easy

The journey from recognizing employees and accumulating points to finally redeeming rewards should not only be easy, but instant. If a recognition isn’t timely, a disconnection may grow between the employee’s accomplishment and the associated reward - which can be confusing and frustrating. The best rewards and recognition tools will have an online catalog to host a variety of rewards that employees can choose from and receive instantly. This will ensure that employees get the rewards they want promptly and takes the task of reward distribution off your plate.

Drive better employee engagement and productivity with Qarrot - book a demo today! 

Goal setting is a fundamental step in the growth and development of every employee. From boosting employee productivity and morale to optimizing communication - successful goal setting is as beneficial as it is integral to any organization. 

Although goal setting may be perceived as an unnecessary administrative burden, in reality, it’s an opportunity to further unlock team members’ potential. More often than not, employees appreciate the opportunity to discuss both near-term and longer-term professional goals with their manager. Goal setting is a chance to refocus your employees’ attention to where and how they should be prioritizing their time, laying the groundwork from them to achieve, and maybe even exceed those expectations. 

As the saying goes, failure to plan is planning to fail. Here are 5 ways you can set your employees up for success, and keep them both motivated and engaged while working towards any goal. 

Set goals with a definite timeline 

What’s the difference between a dream and a goal? An end date. Whether you want to have a goal met by the end of the week or the end of the year, an end date makes the goal real and will motivate your employees to meet that deadline. When it comes to deciding on a completion date, make sure to also take possible conflicts or roadblocks into consideration. Try to find the right balance between a realistic timeframe that will keep your employees motivated, but also one that will not cause unnecessary stress. Whether you circle the date on your calendar, set an alarm on your phone, or follow a daily countdown - it’s time to grind!

Set goals that align with organizational values 

Whenever one of your employees hits a goal, their achievement will contribute to the overall success of your team - so goals should always be planned within the scope of your organization's values and aspirations. When goal setting with your employees, circle back, and establish how that specific goal will benefit the overall team. Why is that particular goal important, and how will it contribute to future plans or next steps within the organization? Organizations will only evolve as employees develop - effective goal setting will ensure that your company can scale successfully. 

Related Article: How to give feedback to get better results 

Set goals that are measurable 

As the saying goes, sometimes it’s more about the journey than the destination. Those who achieve their goals know how to track benchmarks and growth from the very start. Identifying key metrics or indicators of success are great for establishing when and how a goal is met, but also monitoring progress. Ensuring goals can be tied to something measurable will not only keep employees accountable but can be both informative and encouraging when reflecting back on progress made. 

Set goals in an open feedback loop 

When it comes to goal setting, the last thing you want to do is establish a goal then hang your employees out to dry. Make it a habit to check in with them and discuss how their progress is coming along, or ask if they need any additional support. Goals may need to be altered or tweaked based on organizational changes, and it’s much easier to regroup when everyone is on the same page. Plus, performance reviews or one-on-one feedback meetings never seem as daunting or intimidating when there has been constant, open communication. 

Related Article: Benefits of Positive Reinforcement in the Workplace 

Celebrate achieved goals to pave the way for continued growth 

Positive reinforcement is one of the most effective ways you can boost employee morale and performance. Whether an employee achieves their end goal or accomplishes a crucial stepping stone along the way, it’s important to recognize a job well done. Acknowledging employees for wins both big and small will encourage them to challenge themselves while also building confidence in their abilities. So celebrate your employees when they crush goals, then encourage them to strive for even more! 

Learn how you can recognize and reward your people your way - request a demo with Qarrot! 

As a manager or team lead, identifying opportunities for improvement, streamlining efficiency, and giving employees feedback are everyday tasks. On the opposite side of the coin, it is also your responsibility to recognize hard work, celebrate employee wins, and lead a motivated and engaged team.

Positive reinforcement is one of the easiest and most effective ways to boost employee morale and performance. Time and time again, we are told that employees flourish in a supportive environment. Recognition and care of your team will ensure they feel not only supported but thrive within your organization.

But what exactly is positive reinforcement, and why is it so crucial in the workplace? At its core, positive reinforcement involves acknowledging and rewarding desired behaviors to encourage their recurrence. It can manifest in various forms, such as bonuses, additional benefits, or the simplest yet powerful form—verbal praise.

The Impact of Positive Reinforcement

Research shows that employees are significantly more motivated and productive when they receive recognition for their efforts. In fact, a large portion of an employee's drive stems from feeling valued by their leaders. By taking the time, even just a few minutes, to acknowledge their hard work, you can inspire them to deliver their best, directly benefiting your organization.

Why It Matters

The absence of positive reinforcement can lead to dissatisfaction and high turnover rates. Studies have found that a staggering percentage of employees cite a lack of appreciation as a primary reason for leaving their jobs. Thus, fostering an environment where employees feel appreciated not only boosts morale but also enhances retention.

Ultimately, integrating positive reinforcement into your management strategy is a smart investment. It doesn't just uplift your team's spirits—it lays the foundation for a thriving, motivated workforce committed to achieving shared goals.

‍Related Article: 6 ways to reward your employees beyond their bank account 

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The Benefits of Positive Reinforcements in the Workplace

There are a variety of ways you can go about instilling discipline and a strong work ethic into your team, but very rarely will negative reinforcement foster desired outcomes or behaviours. 

In addition to keeping your team motivated and encouraged, there are a wide array of benefits from adopting positive reinforcement techniques : 

• Celebrating employees for their hard work will boost their self-esteem, meaning they will be more enthusiastic about their work and more likely to collaborate with others
• Employees who feel valued and appreciated exhibit greater retention and organizational loyalty 
• Positive reinforcement clearly defines and communicates desired behaviors while strengthening the relationship between performance and recognition 
• Employees whose performance is rewarded or recognized are more open to learning new techniques, skills, and taking on additional responsibility
• Recognizing those employees who manage their time effectively will increase productivity and efficiency 
  

The summation of all of these benefits-improved attitudes, communications, and employee performance -- results in a company culture that is untouchable.

Organizations that fail to recognize employee accomplishments will leave team members feeling unappreciated - and unappreciated employees rarely stick around long, let alone challenge or truly apply themselves at work.

Toxic work cultures are known to plague employees with unwarranted stress and fatigue, ultimately leading to burnout and exhaustion. The verdict is in; healthy and supportive work cultures are the only way to go, and positive reinforcement can help you achieve just that! 

Corporate leadership training is a great tool for ensuring that leaders are equipped with the right skills to implement positive reinforcement techniques effectively, fostering a culture of appreciation.

‍Research highlights a compelling link between employee appreciation and job satisfaction. A substantial portion of the workforce, nearly four out of five employees, pinpoint a deficiency in appreciation as a major factor prompting their decision to leave their jobs. This illustrates that feeling valued plays a crucial role in job contentment. When employees perceive their efforts are acknowledged, they are more likely to remain engaged and loyal to their company.

Recognizing employee contributions not only boosts morale but also enhances productivity and reduces turnover rates. It underscores the importance of fostering a workplace culture where appreciation is a priority.

Related Article: 5 ways your workplace can motivate employees

Practicing Positive Reinforcement With Recognition

As explored in our blog post about recognition and retention, one of the leading reasons people leave an organization is because they do not feel appreciated or valued.

Acknowledging an employee’s or a colleague’s work and fostering a recognition-rich environment is a simple way to practice positive reinforcement. Routinely celebrating work milestones and team goals encourages positive interactions—cultivating a culture where employees feel supported and valued. Positive reinforcement can take many forms, ensuring a motivated and engaged workforce. Here are some effective strategies:

• Monetary Compensation: Offering bonuses or raises can directly reward employees for their achievements.
• Flexible and Extended Workplace Benefits: Consider options like additional vacation days, remote work opportunities, or wellness programs.
• Verbal Positive Reinforcement: Simple, sincere words of appreciation can go a long way in making employees feel valued.

The avenues you can take when it comes to practicing positive reinforcement with your team are endless. As long as it is direct and sincere, your organization will reap the benefits of a motivated and supported team. By integrating a mix of these strategies, you can create an environment where positive reinforcement is a natural and integral part of your workplace culture.

Sincerity is the cornerstone of effective reinforcement. When praise lacks authenticity, it loses its impact and can even demotivate. Superficial compliments, handed out too freely, become meaningless noise that your team will quickly tune out.

Instead, focus on being genuine. Avoid the trap of dishing out praise just for the sake of doing so. Meaningful feedback is about timing and authenticity.

Finding the perfect balance between how and when to recognize team members will encourage them to challenge themselves while remaining confident in their abilities. Praise your employees for heading in the right direction, and your organization will follow suit. 

Related article: Types of Employee Recognition (With Examples of Each)

How Specific Examples Amplify Positive Reinforcement

Using specific examples in positive reinforcement in the workplace significantly boosts its effectiveness. General comments like "good job" are indeed motivating, but they lack depth. By offering detailed praise, you convey genuine appreciation and acknowledgment of your employee's unique efforts. This specificity not only affirms their skills but also highlights particular actions or traits you'd like to see repeated.

When you pinpoint exactly what was done well, you provide clarity. For instance, instead of merely saying "great presentation," consider highlighting how their thorough research and engaging delivery captured the audience's attention. This level of detail not only reinforces the behavior but also acts as a guide for future tasks.

Moreover, specific feedback demonstrates your investment in an employee’s growth. By reflecting thoughtfully on their contributions, you create a more personal connection. This fosters an environment where employees feel valued and understood, ultimately increasing morale and productivity.

In summary, detailed positive reinforcement clarifies expectations, promotes personal growth, and strengthens workplace relationships through sincerity and precision.

Related Article: 6 Tips for Giving Better Employee Recognition at Work

How to Effectively Use Verbal Positive Reinforcement in the Workplace

Positive reinforcement in the workplace doesn’t have to be complicated, but it does require sincerity and timing. Here's how you can effectively give verbal positive feedback:

Be Sincere and Prompt

It's crucial to ensure your praise is both genuine and timely. Rather than delivering constant praise, which can seem superficial, focus on being heartfelt. Avoid meaningless compliments, as they can backfire and diminish your credibility. Instead, offer sincere praise when it truly counts.

Be Specific

Vague compliments like "good job" can fall flat. Instead, provide specific examples. Detail what the employee did well and how it contributed to the team's success. This specificity not only demonstrates genuine appreciation but also clarifies which behaviors should continue.

Separate Praise from Criticism

Deliver positive reinforcement independently, without immediately following it with criticism. Mixing the two can make your praise seem insincere. Handle positive feedback and constructive criticism separately, ensuring each one is valued and understood within its context.

By focusing on these strategies, you can create a positive work environment where employees feel appreciated and motivated. Remember, the key is in the delivery—genuine, specific, and appropriately timed praise makes all the difference.

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Learn how you can reward employees on your own terms - book a demo with Qarrot!

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Sometimes - no matter how many hours of sleep we squeeze in or cups of coffee we guzzle - going to work seems like an impossible, insurmountable task. We push through the morning fatigue to slug our way through daily tasks and meetings, absolutely exhausted by 5pm, only to realize our day wasn't that productive. We’ll shrug this off as “one of those days”, and look forward to starting fresh the next morning.

But what if that feeling isn’t a one-off - what if you, or members of your team, are constantly feeling like a candle burning at both ends? Employee burnout is a real thing and it can happen to anyone. 

Many of us will be quick to point the blame on ourselves, second-guessing our ability to handle the stressors at work on top of the unexpected curve balls life can sometimes throw. More often than not, however, the culprit behind employee burnout is how leaders are running their organization rather than the capability of an individual. 

Employee burnout has been around long before our current COVID-19 reality, but tossing a global pandemic into the mix certainly doesn’t help. In addition to the stress and uncertainty brought on by these unforeseen circumstances, organizations have been forced to rethink their approach to employee health and wellbeing. Don’t be fooled - employees can still experience burnout while working remotely from the comforts of home. 

Related Article: The Cost of Poor Employee Engagement 

Based on research conducted by Gallup, there are 5 main factors that contribute to employee burnout; 

1. Unfair treatment at work 
2. Unmanageable workload 
3. Lack in clarity of role 
4. Lack of communications and support for manager 
5. Unreasonable pressure 

Signs & signals of potential burnout

The best tactic when it comes to combating burnout is being knowledgeable on warning signs and acting proactively. While it may be trickier to detect these while working remotely, the earlier you can spot these signs the better. 

• Withdrawal from social activities, group calls, or messaging 
• Lower productivity and efficiency than usual, trouble managing time  
• Easily distracted and unable to focus on specific tasks 
• Frequently using paid time off and sick leave 
• Easily frustrated or overwhelmed 

It is crucial that leaders recognize how detrimental employee burnout can be to an organization as a whole. People are a company's biggest asset, and when that employee morale or drive is lost it won’t take long before it’s reflected in the success of your business. But beyond dollars and cents, routinely burning out employees is not great for the reputation of a company. More burnout means more turnover, which not only costs money and time but can also suggest a toxic culture.   

Related Article: How to Reward Wellness at Work 

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Strategies to overcome burnout 

1) Make self-care part of the routine

This pandemic has been the kick in pants a lot of companies needed to make their people a priority. Practicing human empathy is a large part of supporting your team - pandemic or not. Encourage your remote employees to take breaks throughout the day to destress and regroup whether that means an extra coffee break, meditation, or afternoon walk. Even more, collectively brainstorm strategies for practicing self-care so everyone is on the same page and can identify potential stress signals if/when they occur. 

2) Implement various channels for feedback & communication

Although there is no substitute for face to face interaction, we will be conducting business virtually for the foreseeable future - so embrace it. Ensure your team has a variety of different methods to stay in touch, and don’t neglect to have regular one-on-one check-in with team members - they are more important now than ever. This is also a great opportunity to adopt collaborative tools and applications if your organization has yet to do so. Encouraging transparent and consistently open communication is always a great investment. 

3) Put people first 

The unfortunate reality of employee burnout is that it usually isn’t recognized until someone already has one foot out the door (that is if they haven’t completely left). Question how your team approaches work, their accessibility of resources, and work relationship dynamics. Are your employees feeling supported? Are you investing in your team like you would any other asset of your organization? Prioritizing the wellbeing of your remote employees will only improve productivity and engagement, and in turn, your bottom line. 

Discover how you can strengthen workplace culture with Qarrot - book a demo today!  

In today's reality of widespread freelance work and the tricky task of attracting top talent, companies are constantly evaluating creative ways to keep employees engaged. From flexible workspaces to dog-friendly offices  -  no idea seems too far fetched if it means maintaining employee loyalty. 

You may be surprised to learn, however, that simply recognizing your employees for a job well done should be enough to keep them around. In fact, according to research gathered from Gallup, the number one reason employees leave a job is because of a lack of recognition.

The people behind your business are the company's greatest asset and should be treated as such. For those who prioritize and focus on peer recognition, the end result is well worth the initial investment. 

Collective recognition 

Recognition in the workplace, in addition to motivating and encouraging employees, ultimately aids in fostering a positive and inclusive environment. Most importantly, it should leave your employees feeling valued. Who would want to stay with a company where they feel like their work is not appreciated? Nobody - exactly. Strengthen employee recognition even further by approaching it from every corner of your organization - from individuals to specific project teams and managers. Encouraging peer recognition from every nook and cranny of your company ensures consistency while also reinforcing alignment with company mission and values. The stronger an employee identifies with company mission and values, the more likely they are to be engaged and help create a positive corporate culture. 

Related Article : 6 mistakes that can kill employee motivation 

Leverage technology  

Technology is not only a great medium for delivering employee recognition, but it can also help you learn more about your employees and what actually motivates them. Here are a few simple ways you can leverage tech to promote a recognition-rich environment that keeps everyone engaged! 

• Send questionnaires or polls throughout your company to learn what kinds of recognition are validating for your employees and what drives them in their position
• Adopt an employee recognition platform that can automate your processes and take administrative pressure off your plate
• Consider tying gamification aspects into your recognition process to encourage teamwork and friendly competition between employees 
• Avoid recognition hierarchy that simply moves from management and below; promote a level recognition playing field between colleagues 

The cost of poor recognition 

It will not take very long for your employees to start looking at exploring their options if they feel like their hard work is not being appreciated, let alone rewarded. The cost of a poor employee retention rate and onboarding far outweighs the costs of implementing a recognition and rewards process. 

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When it comes to employee recognition and retention, the numbers don’t lie ; 

According to findings from Gallup, only one-third of employees feel like they are recognized for a job well done at work. Perhaps even more concerning is that 65% of employees report having no recognition whatsoever.

Findings from revealed that highly engaged employees are 87% less likely to look for work elsewhere compared to their unengaged colleagues. 

A staggering 47% of employees searching for work elsewhere cite poor company culture as the main culprit for wanting to leave a current position.

Based on studies from Bersin & Associates, companies who leverage recognition programs are better equipped to handle employee engagement and have a 31% lower turnover rate. 

When it comes to the cost of onboarding, The Center for American Progress reports an average cost of 16% - 213% of a position's salary just to find a replacement. 

Related Article : 6 ways to reward your employees beyond their bank account 

Although welcoming new members to your team is always exciting, it would be pretty disappointing to learn that previous colleagues left because of something as simple as recognition. Recognizing your employees does not have to be an expensive spectacle - a quick email highlighting an individual and their work is an easy way to acknowledge team members. Regular turnover and routine onboarding are expensive endeavours in terms of time, money, and resources. The sooner an organization can realize the important role recognition plays in the employee experience, the sooner they will benefit from a fully engaged and loyal team. 

Discover the benefits of peer recognition and rewards yourself! Book a demo with Qarrot!

In light of the current COVID-19 pandemic, you will be hard pressed to find a company that has not somewhat, if not completely, transitioned to a virtual workplace. With so many of us opting to work from home following public health advisories, video chatting and instant messaging have never been so popular. Although learning to work remotely can come with a bit of a learning curve, it doesn’t mean you have to feel disconnected from the rest of your colleagues! 

1. Encourage visibility amongst your team

Every workplace has its own morning coffee or lunch break ritual, and just because we’re in the middle of a pandemic doesn’t mean you have to go without it. It’s a good idea to mirror those same office interactions while your team is working remotely. This is also a great opportunity to opt for video chatting - just because we’re working remotely doesn’t necessarily mean we have to lose face to face interaction. Designating specific times to catch up with your colleagues, whether they be work-related or just casual chit chat, is important to maintain a human element while communicating virtually.

Related Article: Remote Workforces: The New Employee Engagement Challenges 

2. Celebrate wins and recognize successes 

Social distancing doesn’t have to get in the way of celebrating your team's accomplishments and hard work! There are other ways you can acknowledge your colleagues while working from the comfort and safety of home -  like hosting a virtual happy hour or delivering a surprise care package. This would also be a great opportunity to introduce an employee rewards and recognition program, enabling you to strengthen workplace culture even while operating remotely. Encouraging positive interactions between colleagues will improve employee performance while reinforcing company values. 

Related Article: 5 Reasons You Can’t Afford to Not to Have a Recognition Program 

3. Get collaborative 

An estimated 75% of employers consider teamwork and collaboration very important in the workplace. Even though your team may be spread out over miles, rather than just offices, there are lots of tools that your team can use to collaborate effectively while working remotely. Here are a few of our favourite tools when it comes to organizing, managing, and tracking collaborative projects :

• Trello Board
• Google Docs 
• Slack
• Asana 
• Quip
  

4. Share with your colleagues

While some members of your team may be seasoned professionals at working remotely, this is a new normal for most of us. Sharing pictures or videos of life while working from home is a great way to keep your virtual team feeling connected. From sharing home office decor ideas or a recipe that everyone can try for a team lunch. Why not include your pet on the next video call? Even though everyone is working in their own space, it’s still important that team members feel connected and have a sense of belonging.

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5. Don’t forget about yourself‍

At the end of the day, working remotely and solely relying on technology to communicate with your colleagues can get the best of anyone. While it may be easy to lose track of time and dive into tasks, set boundaries between work and the rest of your day. Establish set times in which you will be available for your colleagues and when you will be logged off. Ensuring you make time to focus on your interests and hobbies outside of work is important. Allowing yourself to unplug and recharge means that you can bring your best to the team every day. 

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Interested in virtually recognizing and rewarding your team?  Schedule a Demo with Qarrot!

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According to recent numbers from Statics Canada, an estimated 4.7 million Canadians have transitioned to working remotely since mid-March. Following the declaration of the COVID-19 pandemic, millions of Canadians are now commuting no further than their living room or kitchen. While some of us have settled into the routine of working from home, this sudden shift to a remotely based workplace presents a slew of new challenges for employers. The reality is that COVID-19 will continue to impact how we work moving forward, even after the pandemic, and the ways in which companies conduct business will have to reflect that. ‍

Flexible Working Environment ‍

Chats around the water cooler and conference room meetings may be a thing of the past. Ottawa based tech company, Shopify, has already preemptively closed their offices until 2021. CEO Tobi Lukte described Shopify as a “digital by default” company on Twitter, meaning that some 5,000 employees can continue to work remotely even once COVID-19 restrictions are eventually lifted.

While some employees have adapted well to working remotely, others are looking forward to returning to the office when life is back to some form of normalcy. However, even if your workplace does open following the pandemic it will likely look very different - particularly when it comes to enforcing social distancing measures. Many employers will shift to a more flexible working arrangement - giving employees the option to divide their time between home and in office. This compromise ensures that employers can follow cleanliness and social distancing practices and employees can still feel connected to their colleagues and pre-pandemic routine.

Related Article: Do Your Remote Employees Feel Looked After? 

Company Culture Reimagined ‍

There is an undeniable link between a strong company culture and employee success. Friday beer carts and ping pong tournaments were routinely credited for their ability to bring coworkers together. Our new reality, however, will force us to foster that same familial culture without being in the same space. Although it may feel impossible to achieve or maintain a strong company culture with the majority of your team working remotely, many companies have already found new ways to bring co workers together. For example, virtual happy hours, surprise deliveries when celebrating accomplishments, or outdoor activities (as long as social distancing rules can be applied). It isn’t impossible to cultivate or foster a strong company culture in light of COVID-19, it just takes some thinking outside of the box.

Related Article: How to Keep Your Startup Culture Thriving‍

Communications and Automation Tools ‍

If working from home has taught us anything, is that there are indeed many meetings that could have been easily conveyed in an email. This new era of remote working means that employers will have to substitute regular in-person meetings with virtual chats or messaging. Telecommunications has, and will continue to be, our new normal - whether that means video chats with our managers or prospecting clients over the phone. It will also be interesting to see if there is an increase in the adoption of automation tools during these uncertain times. Automation tools could be particularly beneficial during these uncertain times as companies try to navigate the uncharted waters of life after COVID-19. From sustainability to cost effectiveness or information management, replacing an existing workflow for an automation tool could mean one less thing a company has to worry about. 

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Based on what we have seen since March, everything points to a workforce that is open to adapting their processes so employees can work effectively from home. That being said, it will likely take some trial and error before any best practices or methods can be nailed down. While this pandemic has brought much uncertainty, one thing is for sure - the future of work will look very different. ‍

Looking for tools to engage your employees from home?  Request a Demo with Qarrot