This employee retention trainer thought for a moment and then responded, “Act as if Covid-19 didn’t exist. What would you do?” They went through the list of things that they would do and compiled them on a flip chart. Then I asked, “If you had to do them virtually, how would you do them.” The points you need to cover and the activities that need to happen still should happen, but they should be done in a way that is as safe as possible. The game plan is still the same; the method of execution is just changed, and your people will be happy you asked.
For instance, if you are the boss of the new person and they are now working virtually, and you would normally walk by their office to say “hi” and ask how their weekend was. Still do it…only do it virtually. Pick up the phone and Facetime them. It might seem weird to them but then you take the opportunity to explain this is your normal “Monday morning check-in.” Then you want to explain you are always available just like in a “normal” office. Instead of being down the hall, you are only a call away. Instead of stopping by to ask if they have a minute, you might text them to see if they have a minute. When you get a response, then connect with them. Just because you are not sitting next to someone does not mean you are not connected. It just might take more effort on your part as a leader.
If you used to have town hall meetings, have them virtually. Are they exactly the same? No. But they are still town halls where people can hear valuable information and ask questions. In one organization where this employee recruitment expert used to work, we regularly did 10 minute stand up department meetings. You can still do them. Stand in front of the Zoom camera instead of sitting. There are all sorts of variations that are still workable. In a case where a client of mine had a new salesperson on board, they did almost everything virtually but then for some things that were hands-on they brought the person on-site. They kept that time to a minimum, but the important thing is that they made it work.
If part of your employee retention strategies is to do a comprehensive onboarding…do it! Get creative and figure out a way. You can’t short cut things. You have to figure out workarounds that WORK! That’s when getting your team together to ask for ideas helps. Not only does it keep THEM engaged during these times when it can become easy to be disengaged, but you will come up with the solutions you need. The Pandemic has been difficult for all of us. The key is to look at what we can do and not what we can’t do. The key is to “act as if” it was a normal world and adapt from there!
Remember…Give Your Employees C.R.A.P.® (Caring, Respect, Appreciation and Praise) Why? Because C.R.A.P. Works!
Are you disappointed with the level of employee turnover in your organization? If so, call me at 414-305-9626 or email me at email@example.com to find out how to Give Your Employees C.R.A.P.®, hear more about the C.R.A.P. philosophy AND find out how this philosophy can reduce employee turnover by 40-80%.