Catastrophes surely do not offer the luxury of time and at the brink of that moment we need to react and unfortunately, those reactions are always hasty and bring disorder. Organizations around the world find themselves in a variety of phases of managing the impact of the COVID-19 pandemic. While the challenges differ by location, industry and business maturity, identifying and implementing the right employee policies and smart approaches to remote work emerge as the most difficult. In India, all the businesses with private limited company registration and LLP registration are advised to offer work from home to every employees for which even the team needs to adapt fast.
Providing training and learning
We also wanted to give tips and core training and learning from our managers on how to quickly move into work from home because that’s not normally how a lot of our managers work. We have our own online learning platform that offers the content to managers that quickly get their hands on tools that would allow them to keep those rhythms going well.
Bring in transparency in customer communication
The crisis is faced by everyone together and being transparent about what your business is going through is essential. Customers can empathize with brands facing a crisis, as long as you communicate with them properly.
As Harvard Business Review reports states, “When customers are separated from the work that’s being done behind the scenes to serve them, they appreciate the service less and then they value the service less.” Make sure to communicate the steps you’re taking to mitigate risk and give your clients an insight into the steps you’re taking to help the community.
Establish team guidelines
Remote work looks different for each employee depending on their needs and those of their family. With unusual school closures, many employees must take on double duty as they support their children as well as their families throughout the workday. Organizations can meet employees’ needs by empowering teams to adapt to their conflicting priorities. For instance, teams can set “core team times” where all team members are available to collaborate.
Shifting sales to Online
Chinese companies are now forced to confront the reality of corona-virus shutdowns before most American companies, provide a blueprint for weathering this storm. As their storefronts slammed their doors closed and workers stayed in place, confident business owners shifted their sales strategy to avoid heavy losses.
For instance, in the city of Wuhan, the cosmetics company Lin Qingxuan closed 40% of its stores, however, the brand’s 100+ beauty advisors took to digital platforms like WeChat to engage customers virtually and increase online sales. As a result, their sales in Wuhan achieved a 200% growth compared to the prior year’s sales.
If you are losing or have closed your store, finding ways to keep your employees earning a paycheck by selling on social media, putting your email list to good use or using a video tool to reach new leads is an efficient idea.
Consider business interruption insurance
Business interruption insurance is an option for you if you have significant business losses as a result of shutting down from the pandemic. Always ask your insurance broker about business interruption insurance to cover sudden major events and see what qualifies for coverage. It might be possible that it may not cover this emergency, but it is certain that you will be better prepared for the next time your business suffers similar economic losses.
Organizing and Managing the Responsibility
Before approving or declining a request from your employees, one should consider the individual involved. Always ask yourself whether the employee is capable of working from home and check if they stay productive while working from home during COVID-19 outbreak. You might decide to turn down the request if the person has not demonstrated intrinsic motivation and the ability to complete tasks with little or no supervision. Some people do not have the self-discipline required to be a remote worker.
There could be some people who have spent a lifetime following detailed orders and depending on someone else to govern their activities during the workday and they might or might not have the maturity or the sensibility necessary to independently work. If you approve a telecommuting request from an employee who cannot manage themselves, you can lead both of you to failure.
Hence, by investing in a thorough review of organizational workflows the process will give you and your team opportunities to improve efficiency and to determine the feasibility of remote employment. Understanding the roles people play in your company is always important as you proceed to evaluate each employee’s personal fittingness for home-based work. By selecting workers who have shown good work skills, intrinsic motivation and the ability to work without supervision, you can improve the chance of success for your telecommuting program.
Working from home is a great way to improve the lives of your employees as it indirectly boosts the profitability of your business. Using the above tips to learn how to handle your employee’s request to work remotely can bring new rejuvenating things in your company which will eventually lead to the development and growth of your firm.