The impact of remote work and e-presenteeism on recruitment and retention and how to offer flexible work arrangements and support employee well-being.

Remote work has become a reality for many organizations in the wake of the COVID-19 pandemic. While some employees enjoy the benefits of working from home, such as saving time and money on commuting, others face challenges such as isolation, distraction, and lack of clear boundaries between work and personal life. Moreover, remote work can also create a culture of e-presenteeism, where employees feel pressured to be available online at all times, even when they are sick or need a break.

These factors can have negative consequences for employee well-being and productivity, as well as for organizational performance and reputation. According to a survey by McKinsey & Company, 40% of employees say they have not heard anything from their employers about their plans for post-pandemic working arrangements, and another 28% say that what they have heard is vague. This lack of communication causes anxiety and uncertainty among employees, which can lead to lower engagement, satisfaction, and loyalty.

Therefore, it is crucial for organizations to adopt flexible work arrangements that suit the needs and preferences of their diverse workforce. Flexible work arrangements are any form of work that deviates from the traditional full-time office-based model. They can include remote work (working from anywhere), telecommuting (working from home), flextime (choosing when to start and end work), compressed workweek (working fewer but longer days), job sharing (splitting one job between two people), or part-time work.

Flexible work arrangements can offer many benefits for both employees and employers. For employees, they can improve work-life balance, reduce stress, increase autonomy, enhance motivation, foster creativity, and boost health. For employers, they can attract and retain talent , reduce costs, increase productivity , improve customer service, enhance diversity, and strengthen reputation.

However, flexible work arrangements also come with some challenges that need to be addressed carefully. For example:

– How to ensure effective communication and collaboration among remote or hybrid teams?

– How to measure performance and productivity without relying on physical presence or hours worked?

– How to maintain trust and accountability among managers and employees?

– How to provide adequate training and support for employees who adopt flexible work arrangements?

– How to prevent burnout or overwork among employees who struggle with setting boundaries or managing their time?

To overcome these challenges, organizations need to implement clear policies and guidelines that define the expectations, roles, responsibilities, and rights of both managers and employees who engage in flexible work arrangements. They also need to provide regular feedback, recognition, and rewards for employees who perform well under these conditions. Moreover, they need to invest in technology and infrastructure that enable seamless communication and collaboration across  different locations and time zones. Finally, they need to promote a culture of trust, respect, and inclusion that values diversity and supports employee well-being.

Here are some points that summarize the main points:

– Remote work can have positive or negative impacts on employee well-being  depending on how it is managed by organizations.

– E-presenteeism is a phenomenon where remote workers feel compelled to be online at all times even when they are unwell or need a break.

– Flexible work arrangements are any form of work that deviates from the traditional full-time office-based model.

– Flexible work arrangements can offer many benefits for both  employees (such as improved balance) employers (such as reduced costs).

– Flexible work arrangements also come with some challenges that require clear policies guidelines communication technology culture.

About the Author.

Ratnesh Jain is an entrepreneur, mentor & author.

IIM Ahmedabad alumni with 30+ years of professional and entrepreneurship experience. Past 17 years in Executive search & Growth consulting.

#ratneshjain #bluegenesresearch #bgr #executivesearch #recruiting #recruitment #hiring #hr #employerbranding #evp #talentacquisition #ta #humanresources #hrtrends #recruitmentraining #learnrecruiting #interviewingskills #recrutingskills #learning #psychometric #assessment #leadershiphiring #rpo #talentpool #talentbench #talentmanagement #employeeexperience #ex #employeeengagement #welldeing #worklife #remoteworking #flexijobs #remotejobs #wfh #workfromhome

Many companies make a mistake of using inexperienced inhouse recruiters / inexperienced recruitment consultants for their leadership hiring.

This results into grave loss of time, cost and effort – to save few thousands companies land up losing lacs – this is “Penny wise Pound foolish”

Below are top consequences when you use an inexperienced recruiting team to do leadership hiring:

1. Poor candidate response: Most passive experienced candidates only like talking to experienced seasoned recruiters they respect.
2. Poor candidate selection: An inexperienced recruiting team may not have the knowledge or skills to identify qualified candidates for leadership positions.
3. Lack of cultural fit: Inexperienced recruiters may not have the ability to assess whether a candidate would be a good fit for the company culture and leadership team.
4. Legal and compliance issues: An inexperienced recruiting team may not be aware of legal and compliance requirements for hiring, leading to potential discrimination or other legal issues.
5. High turnover: Hiring the wrong person for a leadership position can lead to high turnover and increased recruitment costs.
6. Reduced productivity: Poorly selected leaders may be less effective and efficient, leading to reduced productivity and financial losses.
7. Damage to company reputation: Hiring the wrong person for a leadership position can damage the company’s reputation and credibility.
8. Low morale: Ineffective leaders can lead to low morale among employees, which can negatively impact productivity and retention.
9. Missed opportunities: Hiring the wrong person for a leadership position can result in missed opportunities for growth and development.
10. Lack of diversity and inclusion: An inexperienced recruiting team may not be aware of the importance of diversity and inclusion, leading to a lack of representation of certain groups in leadership positions.
11. Poor communication and coordination: An inexperienced recruiting team may have poor communication and coordination, leading to inconsistent or conflicting feedback on candidates and ultimately a poor hiring decision.

It’s important to note that leadership hiring is a process that requires a good deal of experience, knowledge, and skill to do effectively. It is always beneficial to have an experienced and well-trained team in charge of recruitment, to avoid these and other potential mistakes

We at BGR are doing leadership hiring for past 16 years.

Blue Genes Research [BGR] – Hire your next star player in record time.

Delivering top-tier Indian talent, personally headhunted & vetted for you by HR veterans and Management consultants.

Since 2006, our highly-specialized team of senior HR veterans and management consultants has been helping companies put the right people on the job using a hands-on approach and streamlined yet thorough process. We get results because we don’t just match candidates to required skill sets; we connect you with top-tier hidden talent that will align perfectly with your organization’s culture, vision, and challenges—all in record time.

Talk to us to discuss your leadership hiring challenges. PM me or email me at: rkj@bgr.chittlesoft.net