Can Fun Workshops For Employees Build Collaboration And Innovation Remotely?

The COVID 19 pandemic induced WFH model has completely turned the apple cart upside down for most organizations. HR has tried their best to smoothen most of the roadblocks which a remote workforce could encounter. However, a constant concern that employees face is the difficulty in collaborating and innovating with their colleagues. These used to be easy processes while working from the office but circumstances aren’t too favourable at the moment. Despite this, there are certain companies which continue to work with alacrity and ease when it comes to innovation and collaboration while acknowledging the shift in working methodology.

As per a 2020 World Economic Forum article, a survey conducted by a US Technology firm suggests that permanent remote working is set to grow globally in 2021. The survey suggests a massive spike in remote working population from 16.4% prior to the pandemic to 34.4 % in 2021. This statistic is a valid reminder of why it is necessary for companies to focus on innovation and collaboration while working remotely. As companies move ahead with time with a revised working model, here are few organizations that are leading the path in fostering collaboration and innovation. Be it in terms of transformed working styles or fun workshops for employees and their families.

1) Twitter

Amidst the global health crisis, a company that has redefined innovation and collaboration while working remotely is tech giant Twitter. An HBR article states that Twitter has developed various initiatives which help its employees deal with remote working. To begin with, it has introduced a new initiative called Tweep Exchange, wherein any overworked team can distribute its workload with another team who has bandwidth.

Additionally, managers are training employees who have the ability and time on hand to deal with a specific task during a point in time. Furthermore, when it comes to employee welfare, Twitter has introduced a business resource group for its working parent employees. The parents are encouraged to list down the issues they may be facing with having children at home as they work. Their line managers are then requested to showcase relative ease on this section of the workforce. Going one step further, Twitter has developed a virtual camp for its employees called Camp Twitter. This camp provides children with the opportunity to partake in a variety of activities and programmes online as per their convenience. The idea of organizing these fun workshops for employees and their children makes twitter stand out amongst other companies.

2) U Assist.Me

During the ongoing pandemic each company has created its own idea of collaboration and innovation. One such company that has taken collaboration to another level while taking care of its employees while remote working is U Assist.me. This El Salvador based technology company that develops chat-bots, has introduced an employee mood tracker! Yes, you heard that right, the company uses a mood tracker to understand or know the status of its employee’s emotions, so an employee’s concerns or anxieties can be addressed. As according to its management, progress tracking is necessary, so is knowing about their employees' well-being, especially in times such as these.

3) Google

Like most organizations that have reinvented working from home, Google too is no different. However when it comes to innovation and collaboration it takes the cake. For example – Google allows its employees to sign up for Google Classes wherein one can teach another about a subject in which they are experts.

Secondly, it prompts the employees to partake in learning and knowledge sharing workshops. These workshops help employees discuss ideas with each other, understand unique perspectives and respect what each has to say. This initiative of conducting fun workshops for employees showcases Google’s value of learning and collaboration in an interesting fashion.

Thirdly, to promote the idea of collaboration amongst its workforce, it actively promotes Virtual Coffee Ninja, a program wherein Googlers can organize virtual coffee chats with someone new in the organization and build a connection.

To conclude, as we deal with the aftermath of a global pandemic, certain businesses use the above mentioned methods to help its employees cope with remote working. While these are certainly unique ways of building collaboration and innovation remotely, regular fun workshops for employees is another effective method. Though the focus is on collaborating and innovating, these workshops also serve as engagement activities that bring a hybrid workforce together.

Why Upskilling Is Taking Precedence In 2021

Many would agree that 2020 brought on a sudden need to upskill oneself at work to keep up with the times and be more competent. The fear of being obsolete combined with the fear of losing one’s job, prompted many to undertake online courses. It’s 2021 and yet, upskilling is taking precedence since business recovery for companies largely depend on skills.

Cost-Cutting On Upskilling Is Harmful

In order for companies to stay afloat, most employers and business leaders resorted to cost-cutting. This meant limiting employee engagement activities, certain benefits, learning and development programs and to an extent even slashing employee salaries. While such a move was understandable, it is now time to revive such activities. The downside to not reinvesting is the impact it will have on financial recovery for businesses. Productivity is hampered, an employee’s mental health and output is at a higher risk due to poor confidence in their current skillset, and lastly, turnover rates will increase as the workforce believes the company is not investing enough to upskill them. 41% of workers have claimed that lack of confidence is resulting in longer TATs. Furthermore, 22% of them have also agreed that their work is not up to par and of lower quality.

Union Budget Focus On Upskilling

One of the key expectations of businesses and corporates is skilling and employment generation. With the Union Budget all set to upgrade the Indian education infrastructure, Edtech and digital skilling is in the spotlight. The introduction of the NAPS 2.0 benefits employers with incentives for apprenticeship trainings and also includes tax breaks wherein the PF contribution is accounted by the Government if fresh hires are linked with the PM Rozgar Protsahan Yojana. Although Budget 2021-22 is yet to be fully drafted and implemented, there is a substantial focus on skill development and digital literacy that employers need to take note of.

New World = New Skills

One of the main reasons upskilling is taking precedence in 2021 is because one needs to be ready for the next “unprecedented moment”. Previously L&D programs focused on a specific technical or soft skill. But as of today, there is an increasing need in the holistic development of the workforce as it improves overall productivity. Here’s a gist at what specific skills are in demand for the industry as a whole –

· Leadership and management

· Creativity

· Project management

· Communication and negotiation

· Critical thinking and decision making

· Entrepreneurship and initiative-taking

· Advanced IT and programming

· Advanced data analysis and mathematics

As majority of the world continues working remotely while some shift to a hybrid working style, it is imperative for the workforce as well as for the leadership team to be equipped to handle this new normal. For the general workforce, digital literacy that boosts communication, collaboration and innovation is essential. Although the same is require from leadership teams, there are other areas of management that need enhancement.

As mentioned earlier, re-investing in upskilling, reskilling and relearning is no longer an employee benefit or recommendation but a need of the hour for companies. It’s now a matter of survival of the fittest and best.

5 HR Trends That Will Reshape The Industry In 2021

The year 2020 is often called the year of disruption and reformation by many industry leaders and rightly so, it drove in a great deal of reforms the way we as humans and organizations function. The global health crisis brought large scale changes in the HR industry such as remote working, virtual hiring, and employee wellness amongst a few. While most corporations have successfully adapted to these changes that 2020 bought in, here are 5 HR trends that are likely to build on further in 2021.

1) People vs business centered approach

In a stark change from the earlier philosophy of business at the core of processes, most enterprises have put employees at the core of businesses, following the Covid-19 induced lockdown, realizing that it’s the people that matter. Many companies have either incorporated fringe benefits such as a compulsory day off or else offered its employees the option of a therapist periodically at their cost. Tech giants such as Twitter and Facebook, have ruled in favour of WFH model, with Twitter even allowing its employees the option to work indefinitely from home as per a Washington Post article. While Facebook CEO Mark Zuckerberg forecasts about 50% of his workforce to choose remote working over the next 5-10 years. This statistic highlights that businesses are listening into their workforce’s demand and tweaking their policies accordingly. With WFH being a prominent player amongst it and not being a renaissance in modern day history.

2) Virtual hiring

According to a 2020 Gartner survey, 86% employers used virtual hiring to recruit during the initial stages of the pandemic. While about 78% companies in the APAC region have suggested using virtual methods to hire in the post Covid world, as per a LinkedIn report. Virtual hiring which once used to be a hiring methodology for outstation candidates has now become the norm for companies and recruitment agencies to onboard new recruits. These statistics serve as a valid reminder that virtual hiring is here to stay and HR partners should integrate tools such as Skype, Zoom and Google Meet as part of their hiring process.

3) Rise of HR technology

The Covid-19 pandemic induced remote working, has served as an active catalyst for organizations to incorporate the use of cloud based technology for daily functioning. As per Paychex Pulse HR survey 2020, 85% of HR professionals have attributed technology to be a major driver of their organizations. With about 80% of them reporting that the investment in technology will help their organizations enhance team strength and improve employee productivity. A 2020 PwC HR Tech report adds, that HR leaders recognize the benefit of cloud based HR systems with about 72% of the surveyed audience already having shifted to it or were in the process. The use of such technology has led to 44% organizations reporting increased productivity, 35% companies reported lower costs, 40% suggested improved employee experience and 34 % stated an ease in retaining and attracting talent. While 42% firms said it provided them workforce insights and 31% said it was easier changing employee behaviour, in comparison to non-adoption of such technology.

4) Competence development

As per a 2020 Mckinsey Global survey, 87% executives hinted at experiencing skill gaps in their workforce or expected them to develop within the next 5 years. Such an alarming statistic coupled with the pandemic has accelerated the need for companies to bridge the gap of its employee’s skillset. With certain roles being made redundant, companies must invest in reskilling or upgrading the skillset of employees to meet the business challenge of the present and the future.

5) People analytics

With remote working having become the new norm, and the lack of ability to control the outcome of an employee’s work. Organizations are increasingly using analytical systems that make use of AI to monitor employee productivity, progress and their overall alignment with the business goals. As organizations, attempt to strive against the setback caused by the pandemic data analytics is likely to witness a spike, in order to help businesses emerge on track in a post Covid world.

To summarize, the global health crisis put across an unforeseen challenge in the history of mankind with businesses and the HR industry in particular witnessing a 360 degree change. However as we move further in 2021, the events of the previous year should stand as a valid and credible reminder for companies that the only way forward from here on is to learn, adapt and inculcate these trends in their daily functioning.