naveen – Talent500 Blog

9 best practices for a comprehensive remote onboarding

Posted on September 26, 2022September 26, 2022 by naveen

While onboarding a remote employee is certainly different in some aspects than an in-person onboarding, the objectives of both are the same. To assist the employee in getting off to a quick start, forging connections, comprehending the culture, and identifying expectations.

A majority of managers are aware of how challenging it can be to onboard a new employee remotely, and many also understand the potential long-term effects that a bad onboarding process may have on their staff.

A negative onboarding experience doubles the chances of an employee to seek another opportunity, while a great onboarding experience ensures 69% of employees stick with a company for three years.

Building out a remote onboarding process for your distributed team? Read on.

9 tips for onboarding remote employees

Getting off to a good start will save your business time, money, and the expense of often attracting top talent.

Here are some tips to help you foster a feeling of belonging amongst your own remote employees, increase new hire happiness, and lower employee attrition.

Send a welcome-kit

A carefully designed set of goods and office equipment known as a “onboarding” or “welcome” kit aids in introducing new recruits to your company ‘s ethos and brand. The gear may be given to them as a nice surprise on their first day, or included in your pre-onboarding procedure.

Remember to include a company hand book, contact details of all relevant personnel, and any other such important information.

Simplify documentation

Studies show that the first hundred days of employment are crucial in establishing an employee’s relationship with their employer. Ensure a smooth onboarding experience by simplifying the process of document verification. It is a good idea to share a list of the different identification and qualification certificates that may be required by the company’s HR.

Similarly, any documentation shared with the candidate should be provided in a simplified manner so that it is easy to comprehend and apply in their work.

Appoint a buddy for the new employee

Often, new employees might hesitate in reaching out to their seniors or the HR for every small detail. Designate a person they can consult without hesitation with respect to general company policies, culture, or any other such details.

A new member of the team may be introduced to others by this person, who can also serve as a pleasant contact point for them. New recruits and their buddies can connect in a number of methods, including video conversations and check-ins on Slack.

Set up their workspace

First-day jitters may be reduced by offering every candidate a meeting with IT to demonstrate how the conferencing system, channels of communication, and other business technologies operate. By doing this, technological difficulties are reduced and new hires are better equipped to participate and feel at ease on their first day.

Some companies provide new hires with phones and laptops that have been configured with the appropriate business settings and security measures. This fosters a sense of belonging to the company and lessens fear among new hires.

Setting up their emails, slack and trello for them also gives them an easy headstart for their tasks.

Share your remote work policy

Setting clear expectations from day1 is always a good idea, especially for remote teams. Ensure that your remote work policy includes all important details about availability and work hours, the preferred channels of communication, security precautions and any other such relevant details. Many groups rely on natural channels of communicating important details.

Don’t leave new workers to make educated guesses about these matters; doing so can lead to uncertainty and tension. If all information is made available, there is less room for doubt or errors.

Create a memorable first day

Find a way to make a candidate feel welcome as soon as they accept the job offer. As mentioned above, you can send new hires’ houses a welcome package before the start day stuffed with company goods and a heartfelt statement relating the goods to the company’s goals.

You can also host a coffee break to introduce the hire to everyone and create a fun, all-round experience for them to see who and what everyone and everything is. This goes a long way in creating a feeling of community and building trust between employees.

Schedule on-the-job training sessions

More training for the workplace is sought after by 67% of remote workers. Give new employees the chance to take advantage of online learning resources after, or during onboarding and a reimbursement for professional or personal growth of their choice.

There could also be training sessions for new employees who aren’t acclimated to the work environment of your company. Training the employee with how everything works is a good way to get them quickly started on their responsibilities.

Encourage collaborative learning

During onboarding, when new hires must collaborate to finish a case or group project, relationships are formed and team members are introduced. However, this is also a chance to cross-train teams. To provide new sales representatives relationships in other departments, have them spend their orientation working with a recruiter and a member of the support staff.

Check-in often, and offer support

It’s a great idea to organize weekly one-on-one sessions to answer questions, discuss any difficulties, or concentrate on areas for improvement and trust-building. In addition to formal meetings, managers can hold casual coffee discussions when no work is mentioned with the intention of team building and helping the new employee feel welcome.

Virtual onboarding for remote employees can get hard for both the recruiter and employee, and this is one way of making them feel supported and comfortable in their role both personally and professionally.

Conclusion

Remote workers are now a significant portion of the workforce; since 2005, there has been a 159% growth in the number of persons who work remotely. Consequently, there has also been a change in how businesses onboard new employees.

One of the most crucial factors in employee success is virtual onboarding for new hires. Gaining momentum begins with a solid start. A bad start undermines the confidence of a new recruit and makes the hiring decision questionable for the company.

Your onboarding programme should just be the first step of a lifelong learning process that continues to improve your workers’ cultural fit, connections with others in the company, and job performance. With Talent500’s assistance, you can make your virtual onboarding process just that – successful. We provide unmatched AI-powered talent management and acquisition solutions tailored to your company.

Hiring a remote workforce? Consider these 10 things

Posted on September 23, 2022September 23, 2022 by naveen

Because of the unmatched advantages remote teams provide for both employers and employees, they are expected to continue to prosper even after the effects of COVID-19 wear off. Establishing a remote company is undoubtedly extremely profitable, but there are a few important factors to take into account before switching.

Before we get into that, let’s look at the advantages of hiring full-time employees remotely.

Competitive cost of acquisition

In a Harvard Business Review study, researchers discovered that having remote workers resulted in savings of more than $1,900 for each employee in simply office space and equipment expenditures over nine months.

It shouldn’t be a surprise that cutting back on employees is a cost-effective strategy. You won’t be required to pay for office space, furniture, supplies, cleaning services, technology, machinery, or even amenities like power and water.

Unlimited pool of talent

By giving the opportunity for recruiting talent without regard to regional restrictions, a company’s chances of connecting with job seekers who possess the skills and knowledge the company needs are boosted.

In addition, a lot of job seekers are ready to look for employers outside of their surrounding location. And over half of them, As many as 98% of people are interested in working remotely for companies with corporate offices.

Probably the biggest advantage of a global talent pool is that you get access to candidates with specialized & niche skills. Furthermore, the competitive nature of hiring globally allows for more savings without compromising the quality of hiring.

Increased productivity

Surveys show that 85% of companies report better productivity from remote employees. Thanks to the elimination of the daily commute, remote workers end up saving a substantial amount of their time every day. Better time management and an increased level of control over their workday result in remote workers often reporting better productivity universally.

Decreased attrition

Research shows that hybrid & remote work can reduce employee attrition by 35%. Moreover, having the option to work remotely enables employees to achieve a better work-life balance, which in turn improves their general well-being. Increased flexibility at the workplace has a direct impact on employee engagement, consequently reducing attrition.

Ability to enter foreign markets

For a large chunk of companies around the world, entering new markets became easier as they could now set up remote teams and employ local talent. Many firms have been able to enhance productivity, foster creativity, and expand their worldwide reach by building distributed teams in different locations.

Building a scalable remote workforce positions companies to better meet the difficulties of expansion, despite the intimidating nature of developing a company with locations scattered over several cities, states, and even other nations.

Factors to consider when building your global team

An increasing number of workers are asking to work remotely for a variety of reasons, including a desire to avoid spending hours in commuting time, a desire to explore the world, to be able to spend more time with their families, or even concentrate on multiple projects.

Here are 10 things you need to know before you dive into building your remote workforce.

Find the right people

You must assemble the right team to lead it well. Check to see whether a candidate possesses traits that would help them succeed in a virtual work setting before hiring them.

Self-motivation and discipline are the most crucial personality attributes in this situation, as it is impossible to keep checking in on each member of your team at all times.
Time management is another important character attribute for all remote workers. Location-independent work requires meticulous planning and prioritization; if a candidate does not show signs of being good with timelines, they are not a good fit.
Strong communication skills are imperative for all remote hires, as they will be communicating extensively with their team members via multiple media. Check for verbal and writing communication skills.

Access to the right tools

To achieve maximum productivity and efficiency, your remote employees will require the tools they need to perform their tasks. You’ll have to invest in a wide range of technologies because working remotely requires both synchronous and asynchronous communication.

Along with other things, you’ll need to provide your staff with project management tools like Asana and Jira, video conferencing software, and messaging apps like Slack. Being ready is always a good idea because your remote team won’t have the same direct exposure to IT support as an in-office crew.

Recruiter readiness

Review your company’s readiness to hire, manage, and keep remote workers before deciding to implement remote recruiting. This might entail reviewing your whole remote hiring process, updating your hiring software, and confirming that the employees in your company who will oversee remote workers have the necessary qualifications.

You might also need to learn how to properly execute remote interviews and smoothen out your virtual onboarding to create a polished and professional experience for a fresh starter. Some businesses utilize an all-inclusive ATS (Applicant Tracking System), while many others choose to create an integrated tech stack of top-notch programs.

Taxation & employment laws

Recruiting for a transnational workforce may increase the diversity of your business and provide you access to a vast pool of candidates, especially for skills that are in high demand.

However, you must adhere to regional labor and tax laws and regulations if you want to hire and retain remote workers from around the world. This can be extremely challenging if you’ve never designed a payroll for remote teams. Additionally, non-compliance with tax and employment laws can result in heavy penalties and legal repercussions.

When calculating compensation for remote employees, you must take into consideration the expense of living in the region, as well as market and economic developments, to ensure that the remuneration you provide is reasonable and competitive. A systematic payroll for remote workers ensures minimal hiccups.

You must conduct thorough research and make sure you are ready to employ people from particular locations to develop distributed or remote teams quickly and effectively. Engaging an EOR platform that can manage your international payroll, employee benefits, and legal and regulatory issues without you having to set up a local business entity can be helpful in this regard.

Data & information security

It is necessary to have strict data protection and security protocols in place when hiring remote workers. Increased use of personal devices, unsecured wifi connections, and dangerous file-sharing behaviors might endanger sensitive data and result in legal violations.

Threats like this put your business at risk for security lapses, penalties, and even reputational harm. Strict regulations that outline how to utilize VPNs, private connections, and password management should be in place for businesses that wish to move toward a remote workforce.

You can also use encryption tools or provide encrypted devices to your workforce. This ensures a minimal risk of data leakage, especially for organizations working with sensitive information.

Remote work policies

Whether you’re thinking about moving your company permanently to a remote environment or just contemplating telecommuting as a backup plan, you should construct a thorough remote work policy.

Certain aspects of remote work ought to be integrated into your current policy to eliminate any uncertainty. Working conditions for remote employees should be adjusted, including vacation time, sick days, and other perks.

Flexibility and autonomy over work hours is a major benefit of remote employment. On the other hand, work hours should be expressly defined in your remote work policy. Members of distributed teams often work in different time zones. It is important to be clear about everyone’s working hours as well as the times for meetings, training sessions, and other events.

Culture & engagement

The in-house staff environment that characterizes traditional business cultures must be modified to fit the contribution that remote employees add. Focus on transparency to ensure that everyone, no matter where they are, is aware of what is happening and what to expect. Your company’s culture should place a high priority on encouraging employees to communicate with one another as frequently as feasible.

A minimum of once a year, find chances for the employees to physically be present together. Together, these factors ought to foster trust among all employees, but notably between local and distant workers.

One of your responsibilities as a leader is to support an employee’s growth and development so they are ready for the next stage in their career. If you’re not careful, giving this instruction to remote workers might be difficult and lead to development isolation. This can be providing them with a leading position on a task or offering them chances to learn new skills.

Remote employee compensation strategy

While employing remote workers transnationally, it is imperative to remember many countries have inherently different compensation laws and statutory rules. Before delving into any country, it’s best to do surface-level research on how compensation is calculated.

Career path for remote employees

Employees place high importance on professional development and advancement, which is very advantageous to businesses. Companies can guarantee that their workforce remains competitive and that the products and services they offer customers are of a high caliber by investing in their workers’ growth.

Offering employees growth opportunities, such as seminars, masterclasses, coaching and mentoring, tuition assistance, and new work opportunities is a great way to incentivize good performers.

Health & safety policies

Employee wellbeing has always been a top concern for the business as well as the workers themselves. But given that the COVID-19 epidemic has caused many individuals to consider their health more seriously, it is understandable why health and wellness initiatives continue to rank high among employment perks.

Health coverage and insurance have become one of the most widely desired benefits today. In addition to the same businesses can offer digital gym subscriptions or coupons for a fitness club that has several locations nearby, making it convenient for remote employees. To assist remote workers in maintaining a healthy diet, businesses might also provide discounts for subscriptions to healthy food delivery services.

Conclusion

There is little doubt today that the advantages of hiring full-time employees are limitless when done remotely. Although it is similar to hiring in-office, these seven suggestions will assist you to deal with some of the subtleties involved in finding and keeping the greatest remote staff.

Take the first step towards building your distributed team with Talent500. With our pre-vetted talent & AI-powered tools, we get to the core of your distributed teams and offer personalized solutions. Book a consultation now to learn just how you can get the best out of your remote workforce.

Successfully distributed – your checklist to building a thriving global team

Posted on September 19, 2022September 20, 2022 by naveen

A team that operates in multiple time zones and has members who are geographically separated from one another is referred to as a “distributed team.” This implies that members of the team work alone, whether it be from their homes, cafés, or co-working facilities. For instance, you may be a marketing director headquartered in London, supervising an SEO manager in Jakarta, a content writer in Brooklyn, and a Stockholm based web designer.

Remote work v virtual work v distributed work

With businesses increasingly adapting to the new metric of global work, we’ve been introduced to a lot of new terminology – remote, virtual & distributed. So, what is the meaning of a global workforce, or a distributed workforce?

Remote teams could be located all over the world, and they might or might not interact in person with their coworkers or management. Essentially, they’d be a part of a geographical distributed team.
Virtual teams are made up of individuals who communicate and work together using digital tools.
Companies that employ one or more people who work remotely are known as distributed workplaces. This may include on-site groups at one, maybe more office sites as well as remote workers who conduct their business from their homes, coworkers’ spaces, or public venues, or while traveling.

The multiple benefits of a distributed workforce

The advantages of hiring geographically distributed teams have been acknowledged by some of the best remote employers, such as Amazon, Intuit, and Johnson & Johnson. The recent COVID-19 outbreak, and the ensuing economic disruption have only served to confirm this.

Access to an unlimited pool of talent

Finding the ideal mix of talents is essential for hiring the top candidates, wherever they may be. If you want your business to be successful, you need to be able to access a wider talent pool. To do this, you need to hire full time employees, contractors and freelancers who can help you accomplish project-specific objectives instead of people who live close to your office.

Reduction in cost

The decrease in location-based overhead expenses is one of the advantages that many remote businesses have grown to appreciate. Remote firms provide better salaries and more perks to their distributed workforce by not paying for a bigger facility and the accompanying maintenance costs.

Increase in employee engagement and satisfaction

Additionally, remote workers are 83% happier in their employment than on-site employees are, and they would accept a wage drop of up to 10% to work remotely. Costs and stress are considerably increased by commuting from and to work, office politics, and workplace conflict.

Decrease in employee attrition

58% of remote employees say that they would look for new jobs if they cannot continue remote work. Most individuals can agree that greater pay paired with better work-life balance, professional advancement prospects, and lower conflict chances boost the likelihood of sticking with a company over the long term.

Increase in productivity

Employees or independent contractors that operate as a global team are much more likely to feel invested in the project, buy in, and generally put in more effort. Remote workers reported working more than 40+ hours/week and 43% more times than on-site employees.

Benefits of setting up distributed tech teams

Every year, an increasing number of software organizations are adopting the distributed development model. In distributed development, several IT teams operate remotely from different parts of the globe, in essence removing any geographical restrictions from both employees and businesses.

Being less dependent on actual workplaces implies being more scalable. Compared to traditional office workers, remote IT teams are considerably more than just economically advantageous. The success of several distributed businesses demonstrates the indisputable advantages of this work paradigm, with companies like GitLab, Slack and Automattic pioneering the global workforce movement.

The right tech for a remote distributed team

Although the sheer quantity of online tools for remote work might appear fairly daunting, it’s crucial to choose the ones that fit your team’s needs and help eliminate its difficulties.

Slack – With the help of this instant messaging service, organizations can connect with team members located anywhere in the globe by organizing conversations into common channels.
Hubspot – You can specify your availability in HubSpot Meetings, sync your calendar with Google Calendar or Office 365, and invite customers or colleagues to organize meetings with you. To preserve contact information, the tool includes textboxes for your conference page.
Basecamp is an administration solution that consolidates all the resources your group needs to do its job in one location. Your team receives message forums, to-do lists, data storage, in-project group chat, and automatic check-in questions for each project. Additional third-party desktop and mobile applications that Basecamp may link with include TaskClone, Zapier, Project Buddy, and Zoho Flow.
Dropbox is a file-sharing platform that provides file synchronization and cloud storage in a single, centralized workspace. You may use it to create, save, and share cloud material from Microsoft Office documents, Dropbox Paper, Google Docs, Sheets, and Slides.
Clockify is a free tool that’s easy to use. The programme stands out for its ability to accommodate an infinite number of people and unrestricted projects. Virtual timers are used to log hours, and prefilled timesheets and project-specific classifications are included. Timesheets can be marked as deductible or paid by users.

Best practices for a fully distributed workforce

Prioritize good communication

High-performing companies are built on effective communication. Teams must communicate concepts, developments, and deliverables as effectively and unambiguously as they can. Every business should have a culture that values effective communication.

Distributed teams should also leverage the complete potential of asynchronous communication. By giving each team member the opportunity to respond according to their convenience, it enhances productivity and control over the workday.

Set short but regular meetings

For distributed teams, regular meetings are essential for accountability and cohesion, collaboration and time management. Teams are brought together when they meet and do video chats for brainstorming or conversation, especially when they are geographically distant. However, it is important to keep these meetings short and to-the-point. The average recommended length of a video call should not exceed 45 minutes.

Promote team bonding

Leaders of distributed teams must host regular off-site or online gatherings for socializing and team building, so that distant workers may meet up in person or through a video conference. Companies like Automattic ensure that their employees unplug, unwind and meet at least once annually. The morale of your distributed workforce may be significantly affected by these social gatherings.

Set clear goals

A team that works well and performs well is a production machine. Teams should be provided well-defined briefings that point them in the direction of a certain goal. Make sure you include detailed milestones and timelines so that your team has a clear idea of what is expected from them.

There is little doubt today that distributed teams result in greater productivity, creativity, and financial success. More importantly, the increased flexibility and autonomy that it provides to professionals results in heightened employee engagement, increased retention and lower rates of attrition.

5 proven strategies to improve employee retention in 2022

Posted on June 23, 2022 by naveen

The pandemic spurred on remote work models and for most, this was a welcome change from the ways of old. However, despite the autonomy and enhanced productivity, issues like burnout stayed a concern. In fact, burnout numbers increased significantly in 2021 with 52% of employees experiencing it as per an Indeed report. This comes as no surprise, especially with regard to the Great Resignation and the factors that led to it. With millions of employees leaving their companies, low pay and insufficient growth opportunities were two of the top reasons for 63% of employees quitting their jobs. Even in 2022, the issues persist, with 88%of employees on the fence about their company.

For those who quit, things weren’t grim. In 2021, 61% found a new job with ease, with 33% finding a new opportunity fairly quickly. Much of this success is attributed to companies adapting to the need of the hour. By offering better perks in line with evolving needs, employees found a better fit. In fact, over 50% of the employees who quit now have better pay, more flexibility, career growth opportunities, and more, according to a PEW report.

Revised strategies gave companies a competitive edge, and the same goes for retention too! The models of yesteryear are no more suitable in a digital landscape, and to retain talent, leadership must think outside the box.

To shed insight on trending winning strategies, here are tried-and-tested strategies for enhanced retention.

Maintain transparency to build trust

Trust and transparency are key to retaining employees and also building organizational culture. While both these elements exist in many forms, when it comes to retention, work responsibilities and salaries come into question most often. Companies looking to retain their talent must realize that trust and transparency can only be established if it is uniformly enforced across all operational verticals.

Netflix, on the other hand, established trust by assigning responsibility. Through the ‘No Vacation Policy’, Netflix offers unlimited paid leaves to its employees, and trusts its employees to do what’s best for the company. As a result, it has an under average turnover rate of just 11%.

Encourage self-expression and identity

A toxic work environment is a major reason why people quit companies. Naturally, the fix here is to build a healthy environment, one that focuses on employee satisfaction and engagement. One effective way is to encourage employees to bring their whole authentic selves to work. A great example of a company that fosters this culture is Northrop Grumman Corporation.

Featuring amongst the Fortune 100 leaders in employee retention, their core philosophies are centered around diversity and inclusion (D&I). At the company, employees are encouraged to express themselves however they deem fit. In fact, this kind of messaging enjoys the support from upper management, as their CEO is vocal about freedom of expression. Northrop Grumman Corporation was even celebrated for its diversity in 2020. All of these factors combined help it enjoy the retention rate it does.

Invest in employee career development

When employees feel that the company is invested in their career growth, they are more inclined to stay. This is an undeniable fact, especially for millennial workers, 41% of whom say that it is a vital factor of job satisfaction. A key aspect of career development for employees is internal mobility. Companies can make internal mobility a key factor as it can help employees learn new skills and improve retention. Research reveals that companies can increase retention at twice the rate by implementing internal mobility.

One of the world-renowned companies, Google has an 80/20 program that allows employees to explore and do side projects. The program encourages employees to put 20% of their time into side projects to help them advance their skills and capabilities. A program like this also allows employees to break free from their routine and change things which helps boost innovation, critical thinking, and employee relationships.

Personalize compensation and benefits

Fair compensation and benefits that meet employee needs can help companies reduce attrition by 56%. This not only improves retention, but also helps attract the best of the best in the industry. One of the companies that have implemented this strategy is Haro Helpers. Along with a standard compensation package, the company also gives employees a range of benefits to choose from. This includes bonuses, streaming services, commission, mental well-being, and more. This helps employees decide what they want when it comes to perks and benefits, which in turn improves satisfaction and retention.

Another aspect in terms of compensation and benefits is paid time off and rewards. Rewarding employees helps keep them motivated as well as valued in the organization. Apple, among the top global companies, offers its employees additional paid time especially during holidays. The simple policy works wonderfully in conveying the message that Apple is working for their employees. Moreover, the company also offers rewards based on the job location and culture. This helps employees feel valued and gives them a sense of belonging.

Recognize and reward employee efforts

Recognition and rewards have a direct effect on employee motivation, 72% of employees would work harder if they felt appreciated in the company. Not only that, recognition also has an impact on retention rates. A survey in 2019 revealed that 63% of employees are less likely to leave the organization if they were recognized. Naturally, this means companies should focus on strategies that not only recognize their workforce, but also reward.

Fortunately, reward programs can be clubbed into the compensation package. TCS, a leading company in India had a retention rate of around 11% in 2019. Much of this success can be attributed to the fact that it invests in its employees. What’s more, TCS offers employees a retention bonus on a yearly basis. This incentivizes loyalty, and may even impact motivation for some. When it comes to recognizing its employees, Infosys has a promotion cycle that happens on a quarterly basis. These promotions double-dip into career growth for employees, while also ensuring engagement regularly. With one of the top places to work at, Infosys has an attrition rate of 20.4%.

Employee retention is among the top concerns of CEOs, but these strategies can enable organizations to better retain their top talent. A proven approach is to create an engaging environment where employees feel a sense of belonging. Research shows that when employees feel a strong sense of belonging in the company, there is a 50% reduced risk of turnover.

Ensuring this level of engagement is something that should be built into the culture, and enforced right from the early stages of recruitment. With Talent500, you can do just that and build engaged teams efficiently. Our AI-powered tools ensure the best fit from a diverse pool of pre-vetted talent. What’s more, our processes ensure 5x faster hiring, which translates to faster deployment of services in a remote setting. To know more about our talent management services and the solutions ready for deployment, request a consultation.

How organizations can create trust and transparency to attract top talent

Posted on June 23, 2022 by naveen

As the Great Reshuffle gathers steam and shifts the power into the hands of the modern employee, it is imperative that organizations double down on their efforts to attract and retain the best talent. The demand for skilled talent is now higher than ever before, and these professionals demand transparency at every turn. According to a survey, transparency was a top factor for employees when it came to assessing job satisfaction. Another survey suggests that 87% of the employees hoped that their future employers would be transparent.

Naturally, this suggests that companies with a culture of transparency and trust have an advantage over those that do not. Other than strengthening employee retention, trust and transparency bring other benefits to the surface. This includes increased loyalty, camaraderie between employees, productivity, and enhanced brand image. However, in a digital day and age, what does it mean to be transparent? How can organizations approach policy reform? And is being completely transparent the best way forward?

Read on to find out.

What is transparency in an organization?

Transparency in the workplace refers to the efforts made to freely share information that can help benefit employees. This includes executives sharing vital information for better operations and can be either on an interpersonal level, or on a larger scale through media and digital communication tools. In a simpler sense, transparency can be thought of as having a culture of being honest and open with the people of the organization.

For organizations, transparency has now become a critical aspect in most processes, right from the early hiring stages to exit interviews. However, to ensure that such openness is effective, the intent must be made clear to all stakeholders. This negates instances of transparency without any boundaries, which can have detrimental outcomes. In fact, when left unchecked, too much transparency can create a toxic environment. Even if done in the name of honesty, it can fuel hostility and build distrust internally.

Establishing balance is key, but this is easier said than done. To better understand the effective ways to weave transparency and trust into the organizational framework, follow these strategies.

Practice what is preached

Historically, a leader who leads by example has always been the preferred choice. This holds true even today, as employees want to work for companies that practice what they preach. It isn’t enough to simply say that the company believes in fairness and transparency in all dealings, if the actual policies or even day-to-day norms suggest otherwise. The concept of good-to-have transparency policies is damaging and works counterproductively.

Leaders must exhibit behaviors that align with the core values. This sets the stage, exhibiting the desired culture and also clearly defines what is expected from employees. Further, it is vital that upper management commit wholeheartedly. Any lacks or mixed signals pertaining to transparency will breed mistrust in the workforce. According to a survey, 82% of the employees consider leaving the organization because of their boss.

This implies that employee-manager relation is key, and among the key driving factors is trust. When employees see leaders embrace transparency in their work, it encourages employees to do the same. There’s no mistaking that this bond is beneficial and this isn’t to say that there must be a friendship, but rather a professional relationship built on trust.

Build relations through frequent check-ins

Frequent check-ins with employees can foster open and honest dialogue that can ultimately build trust. These check-ins also serve as means for leaders and managers to get feedback and listen to what the employees have to say, be it about the leadership, their experiences, or even pain points. Research suggests that giving feedback after listening to the employees is more impactful than the traditional approach of simply giving feedback. Moreover, when employees are heard, they are more likely to trust the organizations and engage better.

Apart from the above, frequent check-ins can help establish boundaries and enlighten employees on what’s expected from them. Impactful feedback also leads to course correction, which then leads to better performance. With the help of check-ins, high-performing managers can drive engagement, build better relations, and hold employees accountable for their performance. All of this establishes a culture of transparency, which in turn lends itself to better retention.

Eliminate micromanagement

While check-ins are good, too many of them can lead to micromanagement. In the short-term, micromanagement may be able to increase productivity, but in the long-term it is harmful. Continued micromanagement can not only decrease productivity, but also cause a loss of trust between employees and the management. In fact, one of the reasons why employers and managers resort to micromanagement is because they either don’t trust their employees or are withholding information that employees should be privy to. This ultimately boils due to a lack of transparency, and such problems have a rather simple solution.

Micromanagement can also create an environment where employees do not go beyond their comfort zone due to fear of failure. This has an adverse impact on innovation – a known contributor to organizational success. To address this potential bottleneck, management should be vocal and expressive when encouraging experimentation. Top companies in the world have policies in place that allow for this kind of brainstorming, with tech leader Google going as far to celebrate and reward failures.

The idea here is to build trust, and word of such policies and culture in the workplace can be a homing beacon to those with innovative inclinations. In fact, organizations that don’t encourage innovation are at risk of losing their top talent. Making matters worse, talent is also less likely to consider job offers, which leads to increased hiring and onboarding costs too.

Encourage employees to communicate

Communication is at the heart of any initiative meant to drive accountability or honesty in the workforce. As such, organizations should encourage two-way communication, wherein they request employees not only to speak up, but also create avenues or platforms that can help them communicate with the management effectively. Lack of such resources can lead to poor communication, which affects how transparent an exchange can be.

Additionally, better communication helps ensure that employees can come forward to share opinions and ideas even if they are outside the scope of their job. Research suggests that when employees speak up, a majority are more likely to stay at their jobs even if a comparable job offer is available. The same research also suggests that 95% of these employees would also recommend the organization as a great place to work.

Foster transparency as a core tenet of the organizational culture

The work culture is a core determining factor when it comes to talent attraction and retention. Company values define what the work environment is and will be. For instance, a company with transparency as a core part of its culture is more likely to have employees that communicate clearly and can be vocal about what’s valued and what’s not. When done right, employees will also learn to respect transparency and the benefits it offers. The earlier organizations implement this, the better are their chances of avoiding a workplace of evasiveness and uncertainty.

Vet new hires and pick those who respect transparency

For transparency to be truly present in the organization, all members should respect and understand its value. This is critical when it comes to the new hires because any misunderstandings here can cause problems. For one, they will not meet the standards of the organization and may find it harder to play their part.

Hiring employees who value transparency is key to promoting the transparent culture of the organization. Transparency among employees also ensures that a toxic environment doesn’t take hold in the organization. However, assessing this quality and a candidate’s ability to adjust to the culture can be challenging during the interview process. But it is possible to resolve this by having hiring managers ask pointed questions that require candidates to showcase their values and personality traits.

Transparency and trust are cornerstones of productivity and organizational success. According to study, organizations that are built on trust, outperform those with low trust by 286%. There’s no trust without transparency and inculcating these virtues becomes especially important with remote and hybrid workforces. This is because it equips employees with the intangibles needed to succeed in a competitive space, be it remote or in-office. For companies looking to build teams and engage with them right from step one, partner with Talent500.

Build and manage remote teams seamlessly with pre-vetted profiles and find the right candidates that can fit the culture and values of the company. Request a consultation today to know how we can help you build your next global team.

Bias in AI recruitment: four ways to solve it and pave the way forward

Posted on June 23, 2022 by naveen

AI adoption was well underway far before 2020, and leaders across industries were finding ways to incorporate it into the operational model. But as the pandemic came around and forced large-scale digitalization, a PwC study reported that 52% of companies saw this as a catalyst for AI adoption.

This seems only logical, as AI is arguably the best technology for a world forced digital. What’s more, there are obvious upsides, namely better productivity, heightened innovation, and more efficient problem-solving. In fact, a 2021 report by Gartner suggested that the global AI software market in 2022 will total $62 billion. This will be a nearly 21% increase from 2021 and indicative of the fact that AI adoption isn’t slowing any time soon.

Naturally, the use of AI has trickled down into HR processes. Now a notable part of the recruitment process, AI offers many benefits including a faster interview process, increased objectivity, improved quality, heightened experience for candidates and reduced costs. A significant advantage is AI’s ability to provide objective results and eliminate common human errors in the recruitment process. But like any technology, it has its bugs. Research suggests that AI recruitment algorithms can increase the bias against women.

While gender bias is one form, other types of biases in AI recruitment can harm an organization’s goals and success. But as AI maturity sets in, organizations can successfully implement AI in recruitment for the right outcomes. To understand these vulnerabilities for bias in AI recruitment, how organizations can tackle them, and its potential going forward, read on.

Bias in AI recruitment

A key reason for AI recruitment technologies to result in biased results is that humans primarily train these algorithms. Algorithms defined with bias can neutralize the positives that AI brings to the table. For instance, algorithms can pick up on cognitive bias, such as confirmation bias, gender bias, or affinity bias. Here, the main vulnerability is during the assessment of poor prior decision-making. Both past and present decisions can lead to bias in AI recruitment.

When AI algorithms look to learn from prior decisions, it looks for patterns to form the basis for future decisions. Studies reveal that AI predictions based on past hiring decisions can reproduce the same patterns of inequality in all recruitment strategies, even when sensitive characteristics get eliminated. As a result, HR professionals relying solely on the outcomes and predictions of AI will unknowingly make biased decisions.

For instance, bias appears when the algorithm scans and ranks the applicants based on specific traits present in the original data. When an application demonstrates certain traits that are different from the original input, the algorithm can downrank the candidate, even if the traits are irrelevant to the job.

Strategies to tackle AI recruitment bias

Companies can successfully use AI for recruitment with strategic planning and implementation. These strategies can help organizations identify the source of the bias and deter it from spreading further. Here is a breakdown of these tactics for deeper insights.

Maintain meaningful human supervision

According to research, organizations can improve performance when machines and humans work together. While implementing AI in recruitment protocols, organizations need to ensure that their AI software is human centered. This is because employers can add the human quotient and pick on the cues that AI cannot detect.

This enables informed decision-making that isn’t solely reliant on the technology’s insights. For this to be effective, employers need to be conscious of the bias they bring to the table and ensure that it doesn’t play a role in their decisions. Ideally, companies should have a diverse committee responsible for catching bias occurrences that would otherwise slip through.

Rely on proven techniques and AI models

Tried-and-tested techniques can assure organizations that the AI model they rely on will work favorably. While these do require a fair bit of tailoring, proven AI techniques can help organizations reduce bias as well as make it more cost-effective. Proven AI techniques can help the hiring team receive relevant and unbiased data, as well as allow them to focus on other characteristics during the interview. This includes non-verbal cues, body language, and other things that AI can’t yet analyze accurately.

A successful example of such a tactic in motion is the hiring practice at Unilever. The organization uses brain games and AI to compare and analyze candidates’ skills. This can help the company significantly improve diversity in the workforce. This works for Unilever because despite the new technology, they have adapted it to work with a traditional and effective technique.

Perform audits and rectify the data

AI algorithms left unchecked are a major cause for concern. They can reproduce the same biased decision, effectively hampering the organization’s efforts to eliminate bias from the recruitment process. This is why it is imperative to perform regular audits. These help managers pick up on problems that hinder the algorithm’s ability to procure desired results. One of the top reasons AI bias creeps into the recruitment process is inaccurate or incomplete data used for training purposes.

Leverage AI-supported models in the metaverse

As the metaverse gains popularity, it is important to consider that this can be an avenue to reduce unconscious bias in human behavior. Unconscious bias becomes challenging to eliminate because the recruiter is not even aware of it. Generally, such bias is based on cues like voice, physical appearance, gender, age and more. In the metaverse, these sensory cues can be stripped away because of the avatars.

When sensory cues are hidden from the interviewer, it decreases the chances of a biased decision. Moreover, organizations can use the metaverse for sensitivity training and work towards reducing bias and biased practices. With AI, the metaverse can also allow HR employees to experience things from a different perspective, which can come in handy when training to eliminate their unconscious bias.

Future outlook of AI in recruitment

Research suggests that AI will shape the future of the workplace in many different ways. With employees and AI working parallelly, AI can ease the load of routine tasks and give employees time to devote their focus on cognitive tasks. A 2020 report also suggested that while AI will displace nearly 80 million jobs, it will create around 95 million more jobs. However, effective and productive use of AI in business processes is only possible when organizations understand its limitations.

Conscious planning, while important, helps successful implementation, but it is also easier said than done. Thankfully, nearly 67% of HR professionals believe that AI in recruitment can benefit these processes.

From the candidate POV, a survey by Talent500 found that 85% of the candidates value their interview experience while evaluating job offers. AI technology is known to enhance this journey when done right. To leverage AI in the recruiting process and ensure it works advantageously, partner with Talent500. Our AI-backed solutions ensure that you get the right match from the pre-vetted talent pool. We also ensure improved engagement and efficiency, with up to 5x faster hiring capabilities and 60% higher recruiter productivity. Schedule a consultation to know how we can tailor these services to suit your needs and leverage AI in recruiting effectively.

3 challenges and solutions for building strong company culture in a globally distributed workforce

Posted on June 22, 2022June 22, 2022 by naveen

It’s no secret that organizational culture impacts company success as well as employee satisfaction. A positive culture of shared values and healthy workplace behavior enables and empowers employees and managers to be engaged, driven, and loyal. Strong organizational culture also attracts a talented workforce. Nearly 77% of candidates look at the workplace culture before applying for a job, according to a report by Glassdoor. This suggests that a negative perception of an organization’s culture can make it challenging to fill open positions and retain top talent.

While instilling culture across the organization is a challenge in any setting, the COVID-19 pandemic underscored its importance as it significantly impacted productivity and forced leadership to evolve to the new normal. Their reassessment and reevaluation either strengthened the work culture or diluted it. Nevertheless, be it a fully remote workforce, or a distributed team working on a follow-the-sun model, culture is key to creating a sense of genuine connectedness and belonging.

Increased stress, lopsided work-life balance, isolation and job insecurity have all contributed to lower productivity of distributed teams and remote workers in recent times. This is only compounded by company culture that is transactional rather than relational. In fact, companies that managed to instill positive organizational culture, offering their workforce flexibility and transparency, saw big gains. Not only are 68% of teams evaluating their culture to better reflect the new normal, but 62% of remote and hybrid employees and 52% of on-site employees said that their workplace culture had a positive impact on their work as per a 2021 report by Gartner.

Here’s a deep dive into the challenges and means of scaling organizational culture in a globally distributed workforce.

Challenges of building workplace culture in distributed workforce

Fragmented and dispersed workforce

One of the ways to cultivate workplace culture is through shared experiences. In the past, these took shape as shared learning seminars and other such in-person activities. Unfortunately, due to the pandemic, such interactions aren’t as frequent or are fully digital when they occur, and thus lacking in one way or another. This makes building and enforcing a strong work culture challenging in a distributed workforce.

Too much transparency in the workplace

While transparency is essential, especially now, too much is problematic. Companies with an overly transparent culture often face issues of over-sharing, which in turn hampers the ecosystem. For instance, too much transparency about financial struggles, losses or even salaries can lead to unrest, detrimental competition and even unwarranted dismissals.

Increased pressure for productivity

Spurring productivity, while essential to any organization, is among the hurdles companies will likely face when building the right culture. Both managers and employees can make it difficult to set the right values or even act in accordance with them when there is pressure to boost productivity. According to research, 50% of senior leaders stated that this type of pressure is one of the biggest challenges in creating a positive culture.

How organizations can build a strong culture in a globally distributed workforce

Be intentional about culture and celebrate cultural differences

Having a set of principles or values that leaders and the top tier of management believe in and act on, is step 1. Bringing up workplace culture from onboarding and throughout the employee work cycle is key to it being taken seriously. While it is important to have a culture that all employees can share, it is also important to accept and honor diversity. An empathetic culture is mission critical in a globally distributed workforce, since companies are now expected to be diverse. According to this study, 84% of the CEOs said empathy drives better outcomes; the same study also said that 90% of GenZ employees are more likely to stay if the organization has an empathetic culture.

Leverage technology to better communicate and collaborate

Communication and collaboration are critical tools that support organizations in building desired workplace culture. Remote working can have a negative impact on both of these and active measures to counteract such gaps must be put in place. Organizations can assign mentors to the new hires, have online team huddles, and upgrade to technology that streamlines communication. Only through effective communication can the values be imparted into every sector and silo of the workforce.

Lead by example

Actions speak louder than words. For culture to truly set in, the organization’s values must be actioned by top management and the board of directors. Leaders should believe in what they say and do to get the desired results. On the other hand, leaders acting in opposing directions can create distrust among the employees, which then further deteriorates into a negative perception of the workplace. Simply put, when it comes to building the right culture, a ‘Be. Do. Say.’ style leadership is necessary.

Apart from the above measures, organizations should also rely on the in-country experts when managing a distributed workforce. This means that even though company values would be at the forefront in communication between employees, in-country experts should be at the forefront in matters concerning monetary and non-monetary compensation. This is because there are different customs and laws that come into play.

Dependency on the experts here can help with compliance and stronger culture. Talent500 can help you build and grow your global workforce in a seamless way with our AI-powered tools. Request a consultation now to know how we can help you manage your workforce, stay compliant, and engage with employees to cultivate a strong culture.

5 strategies to retain your top tech talent amid the great reshuffle

Posted on May 1, 2022July 11, 2022 by naveen

With digital frameworks and operation models becoming cornerstones of modern businesses, the demand for tech talent has never been higher. So much so that there’s a supply shortage with the unemployment rate for tech jobs being just 1.7%. This gap between supply and demand, while promising for employees, makes retention a #1 priority for all companies.

Unfortunately, attrition rates have soared as a result of the talent shortage and retaining employees has become tricky. There are several contributing factors at play here, such as burnout, automation, and inflation in wages. Bigger corporations have more money to throw at problems, but the lure of a bigger paycheck simply doesn’t enjoy the shine it used to.

Modern employees are a unique tribe – they know what they want and aren’t willing to compromise on the essentials. Be it the right culture or flexibility provisions, these individuals prioritize holistic development. This is good news for companies looking to retain talent as it means that a targeted focus on employee value proposition (EVP) can be the key.

Viable strategies for talent retention

Leverage automation in HR practices

As a result of the pandemic and the hurdles it put workforces through, a survey in 2021 found that employee engagement took a nasty hit. 40% of firms noticed this negative impact, which meant nothing good for retention. At such a juncture, re-engagement can take many forms and communication rests at the heart of it all. But how companies communicate is just as important.

With the rise of digitalization and automation in workplaces, companies may be tempted to optimize HR practices with these technologies. While this can work in some cases, engaging the existing workforce may require a more personalized approach. Automation has definitely improved HR processes, and modern applications such as chatbots play an instrumental role in assessing employee performance and sentiment. Companies would do well to institute such provisions wherever possible, while also sprinkling in the human element wherever possible.

Make career development a key pillar of operations

Tech talent is constantly looking for avenues that help them address skill gaps and most look to their employer to build them. Studies have found that a lack of learning and upskilling opportunities is a critical proponent of attrition. In fact, about 40% of employees will quit jobs in the first year if training isn’t prioritized. This is a very alarming finding, especially in the current landscape where attracting capable and skilled talent is a herculean task. Moreover, companies should look at career development as a way to help employees attain their personal development goals.

For many, a job title that ranks higher on the corporate ladder means little in comparison to the progress they experience in learning new skills. The benefits here extend beyond their ability to do better work and take on more responsibility. It actually builds their confidence, and this is an invaluable trait to have in any employee. For most tech companies, the following approaches can work wonders.

Invest in bootcamps that offer specialized, skill-based certifications
Develop project management skills
Focus on developing in-demand skills:
- Cloud computing
- Cybersecurity
- AR and VR
- AI and ML
- Blockchain

Revise benefits periodically to be in tune with modern-day standards

Wages are just one half of the remuneration equation and the perks offered are just as important, if not more. For long, it was the consensus that perks were the incentives deployed when budgeting restraints cut into wages. While it may have worked in the early 2000s, modern tech talent is after the whole package.

In fact, these individuals will choose flexible hours or remote working, for instance, over a pay hike. Moreover, data from a report found that about 37% of the surveyed employees said they would take a 10% pay cut if it meant they could work remotely. All this indicates is that today’s tech talent wants their needs met, and in doing so companies could see better retention numbers. Some of the top benefits that companies must consider adding to their policies include telehealth, mental wellbeing provisions, comprehensive healthcare, and educational initiatives.

Another interesting one to consider is unlimited PTO. While not actually unlimited, it is built on a good-faith model, wherein employers trust employees to take as much time off as they need to be optimally productive. In fact, in doing so, it was noticed that employees took less time off overall.

Rethink company culture and infuse it with out-of-the-box models

Culture propels the company vision and modern employees are attracted to companies that have a defined culture. This is especially true for IT professionals as their professional needs are often different from nontechnical employees. For instance, considering the fact that these individuals generally enjoy higher wages, competition amongst employers is fierce when it comes to attracting talent. As such, more money doesn’t always work as a lure as much as an enabling culture does. Historically, these professionals have prioritized growth and development, seeking out workplaces that focus on employee upskilling and career progression.

As such, tech startups and MNCs began rethinking their approach to culture in order to stand out. One notable initiative was Google’s 20%-time policy, which paved the way for innovation back in 2004 and is still active to date. The concept is fairly simple, wherein employees were encouraged to spend 20% of their time to work on ideas that would benefit the organization. For employees with innovative passions, a workplace with a culture that spurs innovation is definitely the right fit. Similarly, another unique approach to company culture stems from Google yet again, wherein they celebrate mistakes and even reward failure. For employees, this eliminates the fear of being penalized for exploring their creative sides.

Promote employees with intent and thought

Offering promotions without careful thought does little to fuel progression or build worthwhile teams. Companies often default to this tactic when employee engagement dips or needs a refresh. The approach also sends the worst message across, which is that employees only matter when the company stands to lose them. A better way to go about is to give promotions the right amount of thought.

By being an active component of the conversation regarding an employee’s desired career path, HR teams can restructure and tailor roles to better suit employee aspirations. Moreover, in considering specific career paths, responsibilities and aptitudes, employers can showcase that they are listening and are willing to bend, when possible, to enable meaningful growth for worthwhile employees.

Minimizing attrition requires a dedicated effort and companies ought to look inward to optimize efficiently. For many looking to simply hire and combat the issue, the cost of doing so will soon become a limiting factor. In some cases, something as simple as investing proactively in infrastructure that gains a positive response can do the trick. Contrary to popular belief, tech talent isn’t all that hard to please and all companies need to do is be more attentive. For this level of targeted talent management, a viable solution is to partner with Talent500.

Our talent management and hiring protocols help Fortune 500 and high-impact startups build, scale, and maintain high-performing teams. Among our key features are the best-in-market L&D activities on offer, designed to improve engagement and reduce attrition. To know more about our services, schedule a consultation.

Why do you need a global talent acquisition strategy?

Posted on May 1, 2022July 11, 2022 by naveen

The job market is witnessing an unprecedented decline of available workforce post-pandemic. In the US alone there are over 7 million unfilled job positions relative to 6.3 million people looking for job opportunities domestically. There is a clear mismatch between the demand and supply of talent and this gap further widens as most people are looking for work-from-anywhere opportunities and exploring international markets. There is no way companies can fill the open positions by restricting their hiring to local talent.

Fortunately, with an exponential increase in demand for remote work opportunities, recruiters now have a chance to tap into talent sources from anywhere in the world. Global talent acquisition is the future of work and companies certainly need to put in place strategies and policies to hire globally, efficiently. Today, more than ever before, companies have the opportunity to build a globally distributed workforce with the right talent for the right job.

Why companies need a global talent acquisition strategy

Helps in building diversity

Building diversity in the workforce presents so many opportunities for employers that can’t be generated otherwise. According to a PWC survey, over 75% of managers and global companies agreed that diversity is a predominant factor for building a competent workforce. Furthermore, companies with diversity are known to generate 19% more revenue with a 1.4 times higher profitability rate.

There have always been discussions around diversity building initiatives in the workforce, and for some reason, companies have failed to deliver on their promises. But in 2022, when employees now have the option of choosing to work at almost any organization, they are more likely to choose ones that have a strong diversity and inclusion program.

Fosters operational efficiency‍

Operational efficiency is the measure of how smoothly business operations are conducted on a day-to-day basis. When companies have a global talent acquisition strategy in place, it considers cultural and local hiring practices which enable companies to better manage local talent because they are more prepared for behaviors and expectations.

When companies fail to adopt a global talent acquisition strategy, they end up making policies at the country level which only help with the selection and retention of a selected group of talent. This can be disastrous for expansion to new markets as there are clear operational gaps and inefficiencies. Many companies with no global talent acquisition plans are forced to outsource the recruitment process to third-party agencies. However, partnering with the right talent acquisition company can take your company to the next level.

Increases understanding of the local market

With a global outreach plan, companies are not only hiring candidates with different cultural backgrounds and mindsets but are also readying the environment to accommodate these differences. Companies that have diverse teams should plan training for current staff to help them interact with employees from other cultures.

This has far-reaching impacts as apart from embracing diversity, members of the organization also get acquainted with foreign market norms. For companies boasting a global workforce, they are better positioned to navigate through local customs to avoid misunderstanding. This significantly helps the business because it becomes clear as to what sells and what doesn’t in a particular market.

Provides access to a wider talent pool

Hiring globally implies that companies have access to a large pool of talent. However, to truly capitalize on this advantage, an effective global talent acquisition strategy is required. Apart from providing the above-mentioned benefits, it also helps with talent management.

As you continue hiring from different markets, you will have to work with different labor laws, compensation structures, and expectations from potential employees. An acquisition strategy will help in streamlining the entire hiring process to accelerate hiring and managing all the requirements in a local market.

At Talent500 we have been building global teams for Fortune500 companies. We have the tools and talent to help you build globally distributed teams faster. Let’s discuss your requirement, set up a consultation today.

Tackle the Great Attrition by leveraging a globally distributed workforce

Posted on April 29, 2022July 11, 2022 by naveen

At the height of the pandemic, there were record breaking numbers of people quitting their jobs. According to research firm Gartner, the attrition rate rose from 10% in 2020 to 20% in 2021. Some IT service providers were battling even higher attrition rates of up to 30%. One of the most talked about items in combating the Great Attrition is adopting a globally distributed workforce.

This ‘new normal’ way of having a global workforce has its advantages.

Increased employee productivity

One of the most understated benefits of adopting a distributed working model is its impact in increasing overall productivity. 99% of managers say their employees who are given flexible work options are more productive; additionally, 45% of remote employees believe they can work smarter (deliver much more with fewer resources).

Note: As long as you invest in the right tools for communication, collaboration, project management, and specific for your business, you are likely to see increased employee productivity in the global distributed working model.

Access to talent anywhere in the world

According to Gartner, businesses think that talent shortage is the most significant barrier to the adoption of 64% of emerging technology. When restricted by geography, finding the right talent to fill the gaps in your organization, especially technical roles, can be a challenge. Distributed working model gives you the option of hiring from anywhere in the world and can be a very effective option for technical/specialized skills, saving time, money, and effort on training.

Note: Before entering a new market, it is important to do research to determine the right hiring strategy for your goals, and to fully understand the local employment market and pertaining laws.

Less costly

With fewer overheads like rent, furniture, electricity, cleaning and maintenance, and other costs, a distributed company can turn out to be more cost efficient than the traditional in-office working model. One study found that if a company allowed an employee to work from home just half of the time, it would save on average $11,000 per employee.

Note: There could be hidden costs associated with distributed working and the most critical of them being security – 73% of IT workers believe that remote workers especially pose a greater security threat.

Great diversity

Diversity matters because a diverse group of employees can produce more innovative ideas. When done right, diversity is a massive flex. Not only does diversity impact the bottom line, studies show us that 83% executives state that a diverse workforce improves their company’s ability to capture and retain a diverse client. Studies also show us that 85% of large global enterprises believe diversity is crucial to fostering innovation in the workplace. When you have different views, opinions, and thoughts at the table, you have more creative problem solving and a better understanding of customers.

Note: When dealing with a distributed team, it could be a challenge to ensure that diversity is followed up with equity and inclusion, through all levels of management.

Improved retention

No company wants to lose good talent, and employee retention ranks as top priority for organizations across industries. The pandemic showed us that people who were forced to come in to work every day, preferred to move to another company who offered flexible working options. Distributed work models offer employees the flexibility they are looking for in terms of location and hours and can reduce absenteeism, tardiness, and associated costs.

Note: Employee behavior trends are seeing major changes since the pandemic. Staying in sync with the latest on what employees want from their workplace can go a long way in improving retention.

Focus on mental health and overall well being

One of the best things of a distributed working model is that employees do not feel the pressure of daily commute or of being bound by fixed working hours. Employees can now choose to work according to their timely preference, barring scheduled meetings. They now have the option of focusing on their personal well being and have more freedom to plan their day based around their mental health.

Note: Organizations need to provide employees with access to mental health programs and initiatives to show that they truly care for an employee’s mental wellbeing. Only talking about it isn’t enough.

It is no secret that a happier employee is a more productive employee, and perks and benefits like flexibility in how, when, and where they choose to work definitely adds to their happiness quotient. Finding, building, and managing a distributed workforce doesn’t need to be daunting. Our team of experts and network of highly skilled professionals are here to help you build your global team in over 50 countries. Ready to take the first step? Set up a consultation with our team here.