Workplace Organization

Remember when we all thought this health crisis would be over if everyone just isolated for 14 days? Reflecting upon our first pandemic anniversary, it feels as though this year has dragged on more than any other. If you had told us that social distancing, mask-wearing, and quarantining would become the new normal, we would have looked at you like you had two heads. Although we all know listening to public health regulations means we can get back to pre-covid life sooner rather than later, we’re all getting a bit fed up. 

Have you found yourself more anxious, depressed, or stressed lately? Have simple, everyday to-do lists transformed into seemingly impossible tasks? It’s called pandemic fatigue - it’s a real thing, and you’re not alone. 48% of Canadians report being fed up with following public health restrictions brought on by the pandemic, while 9/10 still say they’re doing their best to stay safe. We understand the importance of regulations, but they’re not without their consequences - which, to no surprise, have wreaked havoc on our mental health. In fact, 75% of employees in the United States have reported burnout symptoms since lockdown. 

The World Health Organization defines the phenomenon of pandemic fatigue as, “ ... demotivation to follow recommended protective behaviours, emerging gradually over time and affected by several emotions, experiences and perception.” Pandemic fatigue is an anticipated and normal response to such a prolonged public health crisis. The initial lockdown days of a perceived cheeky vacation, filled with banana bread and fancy whipped coffee, are long gone. 

Related Article: Overcoming remote employee burnout

Common symptoms of pandemic fatigue include : 

• Increased irritability and exhaustion
• Inability to focus or concentrate for extended periods, feeling overwhelmed easily 
• Feelings of depression and feeling lost
• Drop in communications with friends and family, or anyone outside your bubble 

Pandemic fatigue is hard enough to battle on a personal level, let alone on that of an organization. The lines that have traditionally divided our personal and professional lives - like commutes into a physical office - are almost nonexistent. In the workplace, pandemic fatigue can show itself in absenteeism, productivity, employee morale, and culture. And although your employees may say they’re doing just fine, it’s always better to proactivity address pandemic fatigue than wait until someone reaches out for help. 

Here are a few strategies to help stay on top of pandemic fatigue, and mitigate possible consequences of team members growing tired of this prolonged lockdown;

Establish a routine and stick with it 

I hate setting my morning alarm for 7:00 am as much as the next person, but following a schedule is paramount for keeping the pandemic fatigue ‘scaries’ away. Our bodies actually prefer routine and thrive when we prioritize waking up and falling asleep at set times. When we lack routine or any sort of schedule, we quickly lose track of time - and all of a sudden a whole day is over (I’m sure I’m not the only one who’s found themselves still wearing pyjamas by the end of the workday...right?). Everyone feels better about themselves when they’re productive - whether that’s committing to waking up early, getting in a workout during lunch, or going for a socially distant walk with a friend in the evening. Some days can be harder than others, but sticking to a routine (one that ideally involves changing out of your pyjamas) will prove beneficial. 

Related Article: Do your remote employees feel looked after?

Adopt stress relief practices 

One of the worst and most widespread side effects of this pandemic has been lingering stress and anxiety. Just because this sentiment may be a collective experience, however, doesn’t invalidate those feelings. We’re all stressed for one reason or another, and adding a pandemic to the mix - well, who wouldn’t be overwhelmed? There are a variety of techniques you can try - such as deep breathing, meditation, and mindfulness. If you’re a leader, consider encouraging employees to have a designated break in the day allocated solely for addressing stress. Carving out time for team members to recenter and refocus their energy means improving employee wellbeing while simultaneously destressing from our pandemic reality. 

Keep your eyes open for signs of burnout and exhaustion

Leaders should always be vigilant for symptoms of employee burnout, but especially so during a worldwide health crisis. While some like to glamorize the idea of constantly “hustling”, working and improving, burnout is not an achievement to be ogled. Exhaustion can happen to anyone in your organization, and working through a pandemic makes everyone particularly susceptible.  Educate yourself and your team on the signs associated with burnout. While it can be hard to prevent and identify burnout, with many of us now working remotely, your best bet is to be knowledgeable and proactive. If team members seem disengaged, distracted, or unable to focus, it might be time to check-in. 

Workplace culture and employee morale can be amongst the first casualties if pandemic fatigue strikes your team. Discover how peer recognition can give your employee engagement strategy that extra boost - request a demo with Qarrot!

We’re all familiar with the idea that it only takes a few rotten eggs to spoil the bunch. While some of this saying rings true, it doesn’t paint a complete picture. Shouldn’t a company have safeguards in place to identify and address these “bad eggs”? Why are their behaviours tolerated? Who is responsible for stopping undesirable attitudes in their tracks? 

It can be easy to blame poor company culture on a few individuals who don’t really care about being part of a team. In reality, however, it’s the responsibility of organizational leaders’ to keep those rotten eggs at bay. If left unaddressed, harmful workplace habits and attitudes can wreak havoc on your organizations’ culture. 

The importance of workplace culture 

Culture plays a crucial role in the overall success of a company. From retaining top talent to keeping employees engaged and motivated, fostering a favourable ecosystem where team members can thrive is pivotal. Some might argue that your workplace culture is something that grows organically and cannot be forced - but it’s that same laissez-faire attitude that allows toxic culture to brew. Don’t be fooled - the best cultures that appear organic have a considerable amount of thought and strategy supporting them. 

What are the risks associated with toxic work culture? 

• Low employee morale, trust, and poor relationships 
• Dismal employee experience translating into a sad customer experience  
• High turnover rate, signalling issues to external audiences and shareholders 
• Additional costs associated with unmotivated employees (time, money, and resources)

Related Article: How to keep your startup culture thriving 

Sources of toxic workplace culture 

Poor internal communications 

One of the most important factors when creating an optimal workplace culture is prioritizing internal communications. If you want to create an environment where team members feel empowered and supported, communication is vital. Trust and transparency are paramount in healthy workplace culture. If not, employees won’t feel comfortable discussing potential concerns or issues with leaders - leaving the perfect window of opportunity for toxicity to run wild. If you find contact with your team members stressful, forced, or just unpleasant, take a step back and evaluate your current strategy. 

Nonexistent employee engagement 

How can you expect employees to be interested in a company if that interest isn’t reciprocated? If employees don’t feel valued for their work, it won’t be long before they start looking for an employer who does. The small rumblings of low engagement can start with absenteeism, lack of morale, or poor performance. None of this translates to a great environment, and things will only escalate from there. However, engaging with employees is a great way to keep people interested in doing well while simultaneously nurturing a healthy work culture. Not sure how to create an engagement strategy? Employee rewards and recognition programs are a great place to start. When team members feel appreciated, that positivity will resonate culturally. 

Related Article: Strengthening core values through company culture 

Questionable management and leadership 

Whether or not you like being the center of attention, if you’re a leader, you have to set the standard for employee expectations. Just because you’re the ‘big cheese’ doesn’t make you an exemption. It’s a slippery slope - if employees see you slacking off or getting away with the bare minimum, they will follow suit. Management must embody the behaviours and attitudes they want from employees. Micromanagement is also a classic toxic culture trait. There is nothing worse than feeling scrutinized continuously, almost like being under a microscope. To get the most out of your employees, foster a culture that encourages a collective experience and expectations while building team members’ confidence in their respective roles.  

Foggy mission, vision, and values 

You wouldn’t go on a road trip without a roadmap, right? The same rule applies to any business activity without considering your mission, vision, and values.  Workplace culture is no exception, as these lay the foundation for setting your team and organization up for success. When these three considerations are unclear or not appropriately communicated, work culture is often a casualty. If employees don’t know where they fit into the mission, vision, and values, how can you expect them to be motivated? Rather than feeling like cogs in a machine, employees want to feel like an integral part of your team and the organization’s success. When everyone knows where they fit within an organization’s trajectory, workplace culture becomes cohesive and inclusive. 

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Another great way to create an empowering and supportive culture for employees is through positive reinforcement. Discover how fostering a recognition-rich environment can take your culture to new heights - request a demo with Qarrot!  

Of all the challenges the pandemic has brought, it’s also arguably forced many to focus on what is truly important. The initial lockdown days of virtual happy hours and team get-togethers seem like a distant memory since the realization that we’re in this for the long haul. The same can be said for businesses. While many workplaces have shifted from cubicles to dining room tables, it's employee wellbeing that has taken center stage this year. Employee experience - the summation of everyday employee interactions and experiences that occur within an organization -  has come sharply into focus during these unprecedented times. 

Why you can’t dismiss employee experience

Even before the pandemic, fostering a positive environment for teams has always been a worthwhile investment. Employee experience is directly related to how internal and external audiences view your company - which has a very strong influence on your ability to attract and retain top talent. The pandemic has put employee experience under a microscope. So what’s the cost of not prioritizing your employee experience? 

Well for starters, highly engaged employees are 75% less likely to look for work elsewhere.  There is no cookie-cutter formula for achieving an optimal employee experience, since every workplace culture is different, as are the needs of employees. However, common themes include employee recognition, open communication, or accessibility to employee support resources. In addition to improving retention, productivity, and performance, an improved employee experience helps reduce lurking threats like stress, exhaustion, and burnout. The important thing is to stay transparent with your team so they feel comfortable discussing options as their needs may change (should we happen to face a global pandemic, for example). 

Related Article: Overcoming remote employee burnout 

Mental health takes a front-row seat 

In the last number of years, we have seen society work towards dismantling the stigma surrounding mental health issues. This year, between lockdowns and isolation, has brought an onslaught of anxiety, forcing organizations to reevaluate their employee health and wellbeing. This plays a particularly crucial role as we enter the second wave of lockdowns, during a time of year where shorter days and limited sunlight are synonymous with seasonal depression. 

The World Health Organization estimates that every dollar spent on resources helping those struggling with common mental health issues see an ROI of 4 dollars. Considering today’s widely available telehealth and virtual access to health professionals, there really is no excuse for skimping on employee wellness. Establishing a playbook to support employees when they need a little extra help improves both transparency and trust. Although discussing mental health issues at work is never easy, providing your employees with the appropriate support systems should make the conversation less daunting. 

Related Article: Recognition and retention: the perfect match 

Flexible work environments become the norm 

While some people have grown to love working from home, others are itching to get back into their pre-pandemic office routine. In fact, remote working was one of the biggest trends in employee engagement of 2020 and likely won’t be going away any time soon. If possible, offer employees the option to choose between working remotely or at the office (with COVID precautions in place). Giving employees the agency to determine their own working arrangement means finding the work-life balance that best suits them. Work-life balance has also become a concern this year as it has become increasingly harder to separate work from the other areas of our lives. It’s estimated that 28% of employees report a lack of work-life balance as a reason to jump ship from an employer.

Today’s smorgasbord of working environments requires fostering a culture that can transcend geographical locations and computer screens. While team messaging tools have become the new go-to, we can all admit they can be exhausting at times. Don’t be afraid to pick up the phone and call your team members. Furthermore, just because we’re in a pandemic doesn’t mean employee development has to go on pause. Encourage employees to take advantage of any training resources or courses online that grabs their attention to promote continuous learning.

Thanks to today's technological advances, you can engage employees and keep business going just about anywhere. 

Taking employee recognition online

Did you know that lack of recognition is one of the top contributors to employee turnover? I think we can all agree that everyone could benefit from some positive reinforcement after everything this year has thrown us - and there's no time like the present! According to research by Officevibes, 82% of employees would prefer praise for a job well done instead of money. 

The ideal rewards and recognition program? A customizable program to fit your company's unique goals and objectives. Reinforcing company culture is an important step in keeping employee morale high during these uncertain times, so choose a program that can engage employees through core values. By leveraging the power of recognition, you can motivate team members both in and out of the office while simultaneously driving productivity and performance. Encouraging positive interactions and celebrating achievements creates an environment where employees not only feel appreciated, but where they can also thrive. 

A company is only as successful as its employees, so it’s imperative to create a positive and supportive space for your team members. Employee experience is an investment that will return time and time again. Although this year has been one for the books, your best bet for remaining agile and adaptable is putting people first.

Optimize your employee experience with peer-to-peer recognition - request a demo with Qarrot!

Just like a house needs a solid foundation to build upon, core values lay the supporting groundwork for an organization’s success. Core values not only define what is important to your company, but also orient employees in their work . While core values are often associated with the “About Us” section on a company's website, they should play a far more important role. 

Core values impact decision-making and behaviour at all organizational levels and how an organization is perceived externally. Choosing your core values should be a rigorous and involved exercise, but it’s often putting them into practice that is the hardest part. How do you translate values into daily behaviours and actions amongst managers and employees? The answer can be found in your company's culture. 

Company culture is a combination of behaviours and attitudes found in an organization. Whether crafted intentionally or left alone to develop organically, every workplace has a culture of its own. You may not necessarily see it, but it is there. By anchoring your company culture around core values, your team will more strongly identify with the beliefs and attitudes that will help them be successful within your organization. So how can you create a culture that promotes your core values?

Related Article: How to keep a startup culture thriving 

First things first - clearly identify and establish your core values. Core values shape, influence, and ultimately guide your company identity. They should be used as a guide when it comes to directing business decisions and activities. In terms of choosing core values, consider what is important to you, your team, and your company as a whole. It could be anything from diversity and inclusion to transparency and sustainability. They should be specific and short enough that they can be understood easily, but consider both internal and external audiences. 

Now that you have core values established, put them into action. As the saying goes, “If you’re going to talk the talk you need to walk the walk”. Modelling core values is not limited to just managers or supervisors. Each member of your team has the ability to exhibit core values every day, but it’s particularly crucial that leaders set the example. Start prioritizing core values during onboarding - hiring those who genuinely believe in and respect those values. This not only sets the tone of importance placed on core values, but it also communicates your determination for the company, including its employees, to achieve success according to the standards expressed by those values. What about the roles within your organization - how do they align with those values? Being a core values champion means discussing how your company expresses those values and making choices that reflect them. If not, you run the risk of creating a rift between those values and the culture you are trying to create. 
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Related Article: Create engaging incentive campaigns with Qarrot

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Celebrate and recognize team members who exhibit core values. As previously explored in our blog post on positive reinforcement, praising employees clearly defines and communicates desired behaviours. When an employee is recognized and rewarded for a job well done - or for demonstrating one or more core values - they are more likely to repeat those behaviours. Leaders have the power to use employee recognition and rewards to build a culture that is steadfast in core values. Recognition also means optimized feedback, communication, and transparency. This leaves the doors open for ongoing discussions about opportunities for further alignment and possibly evolving core values. 

As the guiding principles for your company, core values cannot be underrated. Rather than leaving them to collect dust and only seeing the light of day when it comes to PR interests, turn the conversation inward. Empowering your employees to embody core values through leadership and recognition will foster a culture that will truly nourish success. Interested in discovering how you can use recognition to foster a culture that promotes core values? 

Unlock the power of peer-to-peer recognition - book a demo with Qarrot today!

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

A startup culture is often defined as one that respects the individual, values creative problem-solving, open communication, and a flat hierarchy. It focuses on its team members and promotes adaptability at every level. Having a clear vision, shared values, and a commitment to success are all likely key ingredients to early success in a startup.

But how will you maintain your startup culture as the company grows?

What is Startup Culture?

Firstly, what makes startup culture so unique? It’s about a clear identity, growth strategy and relationships, all based on the company’s core values. There are typically 4 key components that make up any successful startup culture:

1. Value of the individual

In the fast pace of a startup, it’s easy to get lost in the next milestone, or the larger goal. It’s important to highlight that each worker is a key piece of a larger puzzle, and that their contributions are valued. A timely, genuine "thank you" from a leader goes a long way toward engagement.

Startups can have high turnover rates, as their pace and structure is not for everyone. It’s important to acknowledge the value of the individuals who continuously add not only to the success of the company, but to the culture itself.

2. Flat Structure

In a flat structure, decision-making occurs at the staff level; it doesn't happen in closed meetings, reserved for a handful of execs. Employees in a flat organizational structure are given significant independence with little to no supervision.

A flat structure is often more empowering for employees. It also encourages an atmosphere of openness and transparency that speeds up decision-making and company progress faster than a rigid hierarchy.

3. Openness

From open communication to an open-door policy to an open floor plan, openness is a key element of startup culture. Stemming from a flat structure, open communication allows people in various positions to share their ideas without closed-door meetings. An open floor plan can facilitate this by promoting more interactions between coworkers.

4. Business agility

New startups must adapt quickly to market pressures to survive. Trends, customer behavior, and competitors can change quickly. Business agility is the ability of an organization to:

• Adapt quickly to market changes - internally and externally;
• Respond rapidly to customer demands;
• Adapt and lead change in a productive and cost-effective way without compromising quality.

This agility is also required of the team at all levels, requiring that both individual and team goals are clear and in focus. Flexibility is key, from deadlines to projects, to employees and the culture itself.

How do you keep your startup culture alive?

As a company grows from that initial team of a handful of driven minds in a 200 sq. ft. office, to a well-oiled, multi-department machine, it’s important to keep the components of your startup culture thriving. The types of personalities that are drawn to startups are often enticed by the culture, so maintaining will help keep employees engaged, and help with retention.

1. Remain transparent

Ineffective communication is a consistent source of frustration for workers in most industries. This can be especially true in startups, where the speed with which things grow and change can allow little time for lengthy emails or meetings. The type of communication that worked when you could simply tell a coworker an update across a small office will not work for a startup that now boasts 50+ employees. Being on top of transparent and effective communication is essential, to keep that element of openness at your startup’s core.

Utilize internal messaging systems like Slack, which allow for channels to be created for topics, teams, projects, etc. Be sure these channels are monitored for relevancy, however. An abundance of unnecessary information is just as frustrating and confusing as a lack of information altogether.

Being transparent in all communications, be it in a messaging system, by email, or in meetings, will allow your team to feel they are trusted, and that their input in valued. They may have a solution to a problem that has not been presented yet. If they feel they have the space to share their ideas, productivity will increase.

2. Acknowledge contributions

Even though startup culture is about working as a team towards a common goal, it’s equally important to acknowledge the contributions made by individuals within the organization. In fact, recognizing a team member's contributions helps to strengthen their emotional bond to both the company and its culture. This type of recognition can come in many forms, from tangible rewards, like gift cards or paid lunches, to additional paid vacation days, work-from-home privileges, among others.

Be sure that whatever form of recognition you chose, your employee feels that their contributions are being genuinely valued by the organization. They should not be working for a reward. Rather, they should feel an added sense of accomplishment when receiving one.

3. Listen to new ideas

Many employees hesitate to share ideas with higher-ups, so hold workshops or meetings that encourage the flow of new ideas. Having designated time or space for facilitating idea-sharing shows your team that you value their input. If your startup does truly embrace a flat hierarchy, these types of exchanges will only further promote that. These meetings can be weekly, biweekly, or monthly, depending on what works best for your day-to-day.

If in-person meetings are not possible as frequently as you’d like, be sure there is a designated virtual ‘space’ for your team to share their ideas. If you have an internal messaging application, create a group or channel designated to that purpose.

4. Be constantly evolving

As is core to the business of a startup, constant change and agility are necessary for the culture as well. Your business’s core values should remain unchanged, but the way they are applied in the everyday lives of your workers must evolve. Many companies fall into the “culture fit” trap – employees who do not fit their current way of working, those to question processes and procedures, who speak up often in meetings, are not a culture fit for the company. When a company is small, it’s easy to focus on hiring those who fit the mold, as the dynamics of the team are very close and limited. However, for your company and its culture to get better, you need to add diverse ideas, experiences, values, and personalities to the mix.

By overly focusing on candidates who are a good “culture fit”, you are likely to miss out on a lot of incredible minds. You also risk creating a monoculture – one that doesn’t evolve over time and risks leaving those who don’t fit feeling alienated. While the team needs to keep up with the growth of your business’s success, your company’s culture needs to keep up with the growth of your team.

Easy engagement that grows with you

With the pace of your business ever accelerating, employee recognition in a startup environment can easily fall through the cracks. Qarrot makes employee recognition easy, fun, and effective for small to mid-sized organizations by providing a complete solution.

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Book your demo today to see more about how we can help you be leaders in employee engagement!

It’s a given fact that employers have a duty of care to all employees, including Lone Workers. It's the responsibility of employers to ensure that the mental and physical well-being of all of their employees are cared for, especially since there is a growing number of employees silently suffering from mental and physical illnesses. According to the World Health Organization, over 264 million people suffer from depression and anxiety, which can gravely affect their productivity and performance. Both depression and anxiety have a great economic impact, amounting to US$ 1 trillion per year in lost productivity.

Fortunately, there are many simple ways employers can look after their employees. Pain Free Working explains that surveys have found that simple things work best to help them increase their productivity. Office workers enjoy having the ability to personalize their workspaces and work in places with natural light and better air quality. While it is easy to check on in-house employees and apply policies that will safeguard their mental and physical well-being, it becomes a challenge for employers when it comes to lone workers because they can’t exactly provide these things.

That being said, employers must look for ways to make lone workers feel included, and there are multiple ways to do this. For starters, employers can have meaningful conversations with the employees about the risks of working alone and, together, come up with plans to mitigate said risks.

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Here are some more tips that employers can follow to make remote employees feel included and cared for:

Have steady communication

One simple yet easily overlooked tip is steady and open communication. With how advanced technology is today, it's very easy to maintain informal conversations and, in turn, a better connection with your lone workers. Forbes highlighted how using collaborative software like Slack or even a closed Facebook Group can help employees get to know each other, inspire one another, and also spark each other's creativity.

Remember to include and recognize them

Your remote employers may not be with you in the office every day, but they are gravely affected by every project you take on and every decision you make. When under a tight schedule, it is all the more important to ask for their participation and opinion. The same principle also applies to every company celebration. Additionally, while it is easy to give recognition to an onsite employee, say during breaks, you have to take the time to find an opportunity to recognize remote employees in front of their peers to keep their morale and spirits up.

Have longer one-on-ones

Since moments that build rapport are scarce for remote workers, as an employer, you can make up for this by having longer one-on-ones. Business2Community suggests arranging weekly team calls to help your workers feel that they're still part of a team despite working alone. For even better results, set up a schedule where you spend at least a full hour of your time talking to each remote worker every week and make sure that you ask remote-specific questions. It also pays to ask questions about their career paths and listen to their goals and aspirations. Offer advice and, if possible, work together to find ways through which your company can help them achieve their long-term and short-term goals.

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Conclusion

It's no secret that employees work harder when they know the company appreciates them, and making your remote workers feel looked after could mean the difference between developing a long-term professional relationship with them and just being another "for-the-meantime" job. It may be hard to find ways to recognize their achievements at first, but luckily you can use specialized platforms to make this process easier.

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Book a demo with Qarrot today and see how it can help you connect with your team through positive praise!

As an employer, you have a duty of care to your employees. But what exactly does this mean?

‍It’s basically ensuring that the mental and physical health & wellbeing of your employees are being protected. And with one in five people experiencing mental health issues or illnesses a year, it’s no surprise that employee wellbeing has been the focus of attention for many employers.

This duty of care also applies to your lone workers. According to employment law, you’re required to carefully consider and address any areas thought of as a ‘risk’ to their health, safety, and wellbeing.

Although this duty is a legal obligation, you shouldn’t think of it that way. As well as meeting the legal requirements, it can also bring with it major benefits to your business and workers. When the wellbeing of your staff is looked after, they’re happier, motivated and more productive. And for your business, happier employees mean better engagement, increased retention and improved brand reputation.

‍In this piece, we’ll explain who lone workers are and highlight your legal obligation to them.

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Who do we consider "lone workers"?

It’s anyone that works in isolation and with limited supervision. With changes to the traditional way of working (9-5) and the increased availability of the internet, employers must be able to adapt in order to attract the best talent. One of such changes in the introduction of lone working.

Depending on the organization, a lone worker could be anything from a community nurse making home visits to an electric company employee carrying out maintenance on meters.

Other examples or lone/remote workers include:

• Estate agents
• Salespeople
• Site workers
• Postal staff
• Self-employed
• Utilities employees (meter readers, maintenance staff)
• Construction workers (surveyors, site workers, inspectors)
• Mobile workers (drivers, care/social workers, probation officers, service engineers, etc.)
• People working outside of the normal working hours (security guards, cleaners, etc.)

Your responsibilities for lone workers

The first duty you have to your employees is to access the risks of working alone and take reasonable steps to avoid or control them.

The process involves:

• Talking with your employees about the potential risks of working alone. You’ll then create a plan to control any identified issues. It’s worth noting, by law you’re required to consult all staff members on health and safety matters that concern them.
• Implementing procedures to ensure that risks are removed and control measures are in place.
• Training, instructing and supervising the employee on lone working procedures.
• Reviewing risk assessments regularly or after major changes to work practices.

While there are many benefits of lone working, it also comes with some risks to you and your employees.

In order to reduce risks, consider the following measures:

• Training employees on the risks involved with certain work activities and lone working as a whole.
• An appropriate supervision process.
• Adequate emergency and evacuation procedures.
• An effective communication routine between supervisor and lone worker.

Remember, the health and safety process you have in place for your off-site employees will be different from the one in place for your staff based in the office. But it’s also worth noting, you shouldn’t put your lone workers at more risk than you would your office workers.

Training for lone workers

You could consider training as it’s important for these types of workers. This is especially the case for those with little to no supervision. You should also consider training that teaches them to cope with unexpected circumstances and manage issues effectively.

Because your lone workers don’t have immediate access to their supervisors or other more experienced co-workers, providing them with extra training can come in handy to understand the risks involved in their work.

It’s also a good idea to put a lone working policy in place. The policy sets out what can and can’t be done while working alone. You should ensure your employees fully understand and follow the policy and procedures.

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Conclusion

Your duty of care as an employer is an ongoing issue and not just a one-off event.

Remember to review your lone worker policy often and update to account for any changes to employee duties, legislation and business trends.

Finally, remember to carry out regular reviews of risk assessments. This is especially important after any significant changes to the employee’s work environment.

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Interested in learning how an employee recognition and rewards program can keep your lone employees engaged?

Book a Demo with Qarrot today!