How can you re-engage employees after a long period of remote work?

Im Idealfall sind Mitarbeitende auch w?hrend der Remote-T?tigkeit vollst?ndig in das Arbeitsumfeld eingebunden. Sofern die Remote-T?tigkeit aber beendet werden soll, gibt es eine sehr einfache M?glichkeit: Machen Sie es Ihren Mitarbeitenden m?glichst einfach. Bieten Sie auch bei der T?tigkeit im Büro Freiheiten an und zeigen Sie, dass Sie weiterhin ein flexibler Arbeitgeber sind. Es ist v?llig normal, dass bei der Remote-Arbeit andere Strukturen und Abl?ufe in den Alltag eingebaut werden. Versuchen Sie, diese aufzugreifen und Unterstützung anzubieten. Wenn es im Homeoffice beispielsweise flexible Arbeitszeiten gab, sollte das auch weiterhin so gehandhabt werden. Fallen Sie nicht in alte Muster zurück, sondern bleiben Sie flexibel.

Re-engage your team after remote work: - Acknowledge challenges: Express empathy and appreciation for remote efforts. - Communicate effectively: Keep everyone informed through regular updates and open dialogue. - Provide flexibility: Empower with flexible schedules and remote options; share success stories. - Encourage learning: Invest in growth through training; highlight success stories. - Promote wellness: Prioritize well-being with programs; share personal experiences. - Celebrate achievements: Recognize wins, fostering a culture of celebration; share impactful project stories. - Consider collaboration: Encourage cross-team collaboration; share experiences.

Recognize the unique challenges employees have faced during remote work, showing empathy and understanding. Acknowledge the efforts and resilience demonstrated throughout this period. Foster a supportive environment that encourages open communication about the experiences and emotions of the team. By validating their journey, you create a foundation for re-engagement and a smoother transition back to the workplace.

Um Remote-Mitarbeitende ins Geschehen einzubinden, sollte man sich unbedingt der Ausgangssituation stellen. Und zwar auf die Branche bezogen.

Reconecta con tus empleados con estos 3 pasos: - Genera un diálogo grupal en el que tu trabajador pueda identificarse y sentir pertenencia con dificultades comunes que han tenido trabajando remoto. - Compartir los espacios y beneficios en los días presenciales que brindará la empresa - Generar un espacio de agradecimiento común y reconocer los logros del equipo

Step up your communication game! Combat remote work detachment by keeping employees informed and engaged in the company's vision. Utilize diverse channels—emails, newsletters, videos, podcasts, or webinars—to convey values and strategies. Foster a sense of community with virtual coffee breaks, happy hours, or games. Effective communication bridges the gap, creating a connected and engaged workforce.

Involucremos a los trabajadores en las iniciativas como el desarrollo de un newsletter, podcast, webinars de la empresa, genera diversos juegos o estrategias lúdicas para que vuelvan a reengachar en el espacio laboral.

Effective communication is crucial in re-engaging employees after a prolonged period of remote work. Keep the team informed about changes, expectations, and future plans. Foster open dialogues, allowing employees to share their thoughts and concerns. Utilize various channels, such as team meetings, emails, and collaboration tools, to ensure everyone is on the same page. Transparent and consistent communication builds trust and helps employees feel connected, enhancing their engagement in the return-to-office process.

Team-building activities, virtual or in-person meetings, and open communication channels to address concerns and foster a sense of connection may also help. Providing opportunities for professional development and acknowledging individual contributions can also boost morale. What they need are avenues to be seen and heard. Things are different from within camera to face to face. Lots of formalities drop. It could turn out to be awkward difficult conversation as well. We need avenues for formal informal connects to happen.

Empower your team! Offer flexibility and autonomy in remote work to harness benefits like time savings and improved work-life balance. While challenges exist, trust your employees by setting clear expectations and goals. Let them choose schedules, methods, and tools to work effectively, fostering a sense of ownership and empowerment in their roles.

El trabajo remoto puede proporcionar muchos beneficios y a la par también diversos retos, si decides que todos vuelvan 100% de forma presencial es una jugada muy arriesgada y un cambio brusco para ellos. Permite una jornada flexible, continua garantizando la autonomía y combatiendo el micromanagement, cuando se tiene los objetivos y resultados claros a conseguir, confiar en tu equipo es lo primordial.

Fuel growth! Boost engagement by encouraging learning and development in remote settings. Provide access to online courses, webinars, and resources to enhance skills. Foster peer-to-peer learning networks, mentoring programs, and coaching sessions. Empower your team to continually expand their knowledge, overcoming the limitations of remote work for a thriving, dynamic workforce.

Providing opportunitiesProviding a variety of learning resources and acknowledging achievements can contribute to a more engaged and fulfilled remote workforce. Additionally, This helps combat feelings of stagnation and boredom that may arise from prolonged remote work.

Prioritize well-being! Promote employee engagement by prioritizing wellness and self-care in remote work settings. Combat physical and mental health challenges with wellness tips, resources, or programs—think meditation, yoga, or fitness apps. Consider wellness benefits like health insurance, gym memberships, or counseling services to support your team's overall well-being. A healthy workforce is a engaged and resilient workforce.

The transition from Remote working to Work From Office should start with a fun event with playful teamwork games. It will set a positive mindset of getting back to work on-site.

Let's be real: the push to return to the office is sometimes based on flawed excuses. Consider this: isolation isn't just a remote work issue. Many employees in office settings, even in bustling open spaces, have felt disconnected way before the pandemic. This return-to-office trend can sometimes reflect a company's inadequate remote work strategy rather than a genuine need of the employees. For instance, a SHRM survey revealed that 42% of managers often forget remote workers when assigning tasks. This bias is glaring, as many feel compelled to return to the office, fearing they'll miss out. In short, it's not about bringing people back to the office; it's about rethinking our approach to work in a way that values and engages everyone.