How Different Is The People Operations Strategy #NewToHR

How Different Is The “People Operations Strategy”

Traditional HR we all know that’s all about paperwork, payroll and benefits AND still exists. Today, however, most companies include a HR hybrid that is “People Operations”.

Companies, both remote and co-located suffer from demotivation among their employees time and again. The problem crops up because companies are too fixated on the wrong metrics of the company when the people are the backbone of growth in the company. The needs of a remote employee are VERY different from those of a co-located company employee. Therefore, the development of an efficient People Operations Strategy customized to each type of ’employee role‘ is necessary. It will provide an environment that will motivate your remote workers to work for you and help them stay at the top of their game!

Some strategies for remote companies are similar to those of co-located ones. Others are specific to the nature of the company.

Here are some examples:

Remote company People Operations Strategy

  1. Promoting a culture of information sharing

As HR, communication with employees is one of the pillars of how you improve working conditions. A co-located company has ‘easier’ communication with employees, because of the advantage of being in the same location. When working within a remote company, it becomes difficult to maintain a constant and consistent flow of knowledge.

The strategy creates a plan that promotes a culture at work, broadcasting knowledge and employee concerns, and also communicating values to them. These approaches include a employee playbook (manual), vision statements, regular online team meetings, and constant communication from company leaders.

  1. Establish clear parameters for telecommuting

It is important to set clear guidelines as to who is fully or partially working remotely. You need to figure out and plan which position are remote. Early scheduling helps to avoid inconveniences – when you clearly state the working hours and the flexibility of the remote and on-location hours, employees can efficiently manage their time and maximize productivity.

  1. Investment in collaboration technologies

To keep a remote company functioning at its best, you should provide the right technologies to facilitate that. The hardware investments include tablets, smartphones, and laptops. Cloud-based software systems provide employees access to crucial information to their work. These technologies also facilitate communication to the company through conference calls and webinars.

Co-location Company People Operations Strategy

  1. Always engage your team

The company ought to make its employees feel noticed and appreciated in the office. This can be done by recognizing every extra mile an employee goes. Make your team feel encouraged by mentioning them in company meetings and rewarding them for their work. Also, give them ownership of their ideas and work. This makes them feel important, productive, and accountable.

  1. Train employees for improved professionalism and skill

Knowledge is power.

When you keep your employees up-to-date with the latest skills in their field of work, they are able to improve their skill set and work better and more productively. Training employees improves their performance and motivates them to stick with the company.

People operations strategy for remote and co-location companies
  • Build a great team by employing those with passion, not only experience! Create assessments that gauge candidate performance. This ensures you get the best team.
  • Keep your team happy with resources, such as high pay.
  • Recognize and reward employee milestone achievements with your teams.

A People Operation Strategy is important to boost your employees’ happiness and performance, which in turn will benefit your company entirely!

© New To HR


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