Company name: Paperhelp
Company url: https://www.paperhelp.org/
Job location: Boston
It is no longer possible to talk about talent management without considering the telework scenario. The main sign of this is the regularization of digital nomads to attract global talent and turn US into a talent HUB.
Although many business leaders still show some resistance, the truth is that teleworking is already a relevant condition to attract talent. So much so that more than 60% of Spaniards would like to continue working remotely after the pandemic or are committed to a hybrid work model. It is impossible to be aware of this fact and ignore its implications.
However, it is not enough to be flexible in how you work to attract the best talent. The idea is not to become that "cool" boss who doesn't mind if you work from the beach while the month's numbers are being met. What good is that philosophy if you don't offer them other reasons to stay with your company?
The truth is that a telecommuting model is unlikely to work in the long run if it is not part of the company's talent management strategy. A year after its global boom, there is data to prove it.
Teleworking and talent management: Three indicators you can't neglect
Despite the challenges it brings, 73% of Spanish teleworkers have adapted their workspace. However, more than half of that figure is not pleased with the support received by their company to achieve this.
45% of employees say that their motivation will be affected if there are no changes within the company. This figure is alarming if you want to keep turnover rates as low as possible and be profitable at the end of the month.
According to an IEBS report, a company's productivity can be reduced by 40% when employees feel demotivated.
Remote work has been a challenge in companies that do not have digital tools to manage their processes. More than 40% of teleworkers say that their productivity has been affected by the lack of appropriate technology.
In this sense, digital platforms have a great challenge: to offer easy and innovative solutions to perform work collaboratively. A basic example is the talent attraction process itself, right where it all starts.
It's simple: How do you track and evaluate candidates through endless Google Drive folders and Excel documents? How many (unnecessary) virtual meetings do you have a week with your team members? How controlled are your hiring metrics or your team's performance?
Think about all these questions and imagine how your employees' productivity can increase if you invest in the necessary tools.
How to take advantage of telework to retain talent?
Because of the above, it is clear the need to invest in the employees' workspace. Having the right equipment and effective technology to work with will help them perform their tasks efficiently or help writing college papers.
When you telecommute, personal work-life balance is also about those much-needed "unplugged" moments.
Allowing employees to work outside the office does not make us the kings or queens of work flexibility. At least not if we move from the 8:00 a.m. to 5:00 p.m. face-to-face mode to "intensive digital face-to-face."
Promote a company culture that encourages breaks during the working day. Expecting the employee to stay at the computer all day long and, even worse, with his camera on will cause permanent pressure and affect his motivation.
In addition to collaborative work tools, bet on virtual initiatives that stimulate help among employees and are entertaining for them. Corporate games, contests, and even training spaces can be effective strategies to motivate employees and involve them in their culture.
Be that cool boss who demands results but cares about and ensures the well-being of his or her employees. Managing talent efficiently means engaging it and keeping it close, even in teleworking conditions.