Engaging employees during the Coronavirus pandemic
The COVID-19 global outbreak has transformed work and life, creating new challenges for employees and employers. Organizations need to focus on how to improve employee well-being and engagements levels is key to helping employees and organisations navigate this new reality.
In May 2020, EventyON fielded a COVID-19 snapshot survey to 300 professionals from different industries to better understand the business impacts of the global pandemic. The survey opened on 10 of May 2020 and closed on 15 May 2020. A total of 300 chief executives responded to the survey. The margin of sampling error is plus or minus 1.55 percentage points at the 95 percent confidence level. The members in this sample are representative of the larger YPO population, come from 109 different countries, and range in age from 23-91. Roughly half of survey respondents are from the United States.
The survey asked members five questions related to the business impacts of the global pandemic. The findings from these five questions are explored in detail in this members-only report.
The survey asked members five questions related to the business impacts of the global pandemic. The findings from these five questions are explored in detail in this members-only report.
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About this survey
COVID19 is one of the most complex global crisis that we faced in our life time. Leaders' ability to embrace change and to see not only the negative but also transformational opportunities during this crisis, will determine winners and losers across industries and markets. Here a list of the 'positive' factors that surveyed companies highlighted:
• 38% Remote work (office cost + Remote Wk.)
• 29% New products / new markets
• 18% Talent pool
• 8% Less competition
• 2% Revenue increase
• 2% Other
• 38% Remote work (office cost + Remote Wk.)
• 29% New products / new markets
• 18% Talent pool
• 8% Less competition
• 2% Revenue increase
• 2% Other
Is there anything positive coming from this crisis?
Extracting value from crisis by embracing change
Radical shift to remote work, improving productivity and reducing cost is the most common benefit that came from this crisis. Companies that will not be able to adjust their business model in the future might
Despite we need to look at the future with a positive attitude, we also need to be well aware of the key challenges that we are facing currently:
• Reduction of revenue and market
• Reduction of salaries
• Dismissals of employees
• Lack of communication
• Reduction of revenue and market
• Reduction of salaries
• Dismissals of employees
• Lack of communication
Did you notice a change in employees productivity
Key challenges
Remote work is becoming a new normal for organizations across the globe due to the coronavirus pandemic and new tools that enable efficient work
The Coronavirus outbreak dramatically accelerated one of the biggest business transformations in decades, shifting 75% of the surveyed companies to remote work practically overnight. An incredible challenge that required companies to adapt quickly to remain effective in this new rapidly changing environment.
The 20% of the companies that continued to work 'normally', face a enormous advantage in the short term, yet might miss out an important and necessary transition to a newer and at times more efficient work mode.
The 20% of the companies that continued to work 'normally', face a enormous advantage in the short term, yet might miss out an important and necessary transition to a newer and at times more efficient work mode.
Did you change your work regime under lockdown?
Remote work: a radical business transformation
It is important to notice that remote work is not a "plug and play" solution, and to succeed requires leaders to redesign business processes, support employees with adequate tools and training programs and that requires HR managers to schedule moments of social interaction to avoid employees feeling of isolation and eventual disengagement.
Companies that fail to prepare for remote work experience lower productivity or mixed results with productivity that varies depending on each employee readiness and ability to adapt to the new work environment.
Companies that fail to prepare for remote work experience lower productivity or mixed results with productivity that varies depending on each employee readiness and ability to adapt to the new work environment.
Did you notice a change in employees productivity?
Remote work and employee productivity
Companies that had to decrease salaries during the lockdown had a negative impact on employees engagement and mood.
Probably will be difficult in this market conditions to be able to bring back the salaries to pre-crisis levels in the short-mid term, therefore employers will need to invest in team bonding and team building activities
Probably will be difficult in this market conditions to be able to bring back the salaries to pre-crisis levels in the short-mid term, therefore employers will need to invest in team bonding and team building activities
Did you notice a change of employee engagement?
Salary changes and engagement
Companies that had to decrease salaries during the lockdown had a negative impact on employees engagement and mood.
Probably will be difficult in this market conditions to be able to bring back the salaries to pre-crisis levels in the short-mid term, therefore employers will need to invest in team bonding and team building activities
Probably will be difficult in this market conditions to be able to bring back the salaries to pre-crisis levels in the short-mid term, therefore employers will need to invest in team bonding and team building activities
Did you notice a change of employee engagement?
Salary Changes
42% of the companies reported that they have obsolete roles in their staff, and 22% can't say it yet as they need to understand how the market will adjust in the long term.
Did you have obsolete roles in your team?
Obsolete roles
35% of the companies sent put obsolete staff on leave hoping that the roles that are obsolete during the crisis might be soon necessary once again
31% of the companies invested this valuable time to retrain the obsolete people
31% of the companies invested this valuable time to retrain the obsolete people
Did you have obsolete roles in your team?
Companies are positive about the future
42% of the companies reported that they have obsolete roles in their staff, and 22% can't say it yet as they need to understand how the market will adjust in the long term.
Did you have obsolete roles in your team?
Obsolete roles
Going remote is not plug and play process, as it requires leaders to:
• Re-design business processes
• Provide tools and trainings to employees
• Organise social interaction and team building moments
• Re-design business processes
• Provide tools and trainings to employees
• Organise social interaction and team building moments
Business process
Going remote requires a complete restructuring and digitalisation of company operating and decision making process.
Tools & skills
Companies will need to provide fast access to internet and the latest working tools to remain efficient.
Trainings will also play an important role helping employees to acquire the necessary skills for remote work.
Trainings will also play an important role helping employees to acquire the necessary skills for remote work.
Social interaction
HR managers will need to plan virtual and physical meet-ups and team building activities, as social & physical interaction is key to create teams that are committed and engaged with each other.
What are the benefits of remote work?
Benefits for the employees
- Better work life balance
- Money saving
- • Transportation
- • Rent (can be located further from expensive business district)
- • Child care
- Global job opportunities
- Flexible work schedule
- More free time (time saved from commuting)
Benefits for the employer
- Higher productivity
- Access to delocalised & cheaper talent
- Lower office cost
- Broader talent pool
- Higher retention
- Improved employee morale due to flexibility
- Travel cost reduction
What are the challenges of remote work?
Employee isolation
Physical distancing might degenerate in social distancing, with repercussion on engagement levels and employees alienation.
Always-On: Burnout
Many employees will experience burnout due to an "always-on" feeling, as they will have difficulty to distinguish between work and personal time/space
Requirement for meet-ups
Employees will need regular physical meet-ups in order to stay connected and to create a proper team spirit.
Tools & Work-Space
Not all employees have sufficient tools (PC, fast wi-fi, etc) and working space at home, that allow them to stay focused and productive
New leadership style
Remote work will need a completely new set of leadership style and managerial skills. Leaders who will not adapt will probably become an organisational burden.
Obsolte staff
Remote work is not for everyone and might come at a heavy cost for less 'digital generations'
After this crisis companies will go HYBRID, offering flexible work schedules that integrate remote with office work
50% of the surveyed companies that shifted to remote work during the lockdown, will adopt when the crisis will be over
a hybrid working mode (in-office+remote) while the other 50% will go back to the traditional in-office work.
We predict that the most traditional 50%, will eventually reconsider a hybrid approach as it will soon become a new market standard and will be an essential element in talent retention and acquisition.
a hybrid working mode (in-office+remote) while the other 50% will go back to the traditional in-office work.
We predict that the most traditional 50%, will eventually reconsider a hybrid approach as it will soon become a new market standard and will be an essential element in talent retention and acquisition.
Do you believe that remote work is here to stay?
Going hybrid:
The rise of in-office & remote based companies
The rise of in-office & remote based companies
Overall employees were able to stay rather positive during the crisis with only 16% of companies reporting negative or very negative company mood. It is the role of the leaders to invest time and resources to keep high spirit especially during difficult times.
How is the mood of your team?
Employees are
The challenges of remote work
Productivity, engagement and employees morale
Productivity, engagement and employees morale
An impressive 50% of the companies that shifted to remote work noticed positive (12%) or no change (43%) in productivity of their workforce, probably making this forced transition a turning-point for future work mode.
Yet, it is important to notice that remote work is not a "one size fits all" solution, as 38% of the companies suggest that productivity change depends at large on each employee specific circumstances (function, personality, propensity to change, etc).
Yet, it is important to notice that remote work is not a "one size fits all" solution, as 38% of the companies suggest that productivity change depends at large on each employee specific circumstances (function, personality, propensity to change, etc).
Did you notice a change in employees engagement?
Remote work is good, but it is not a one-size-fits-all solution
What can be done to empower employees to be more productive under remote-work regime?
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Boost employee listening:
Consider implementing a remote work experience or emergency response survey to assess employee perception. Collecting employee opinions shows that you care about how they are feeling and doing. . Include opportunities for employee feedback as a regular part of your plan. Uncovering issues and concerns can help inform your strategy, but beyond that it shows that you are willing to listen and take action.
Remote work experience work survey example:
Ask these survey questions to ensure employees are set up for success when working remotely and to identify which employees or employee groups need the most support:
a) I have the materials & equipment I need to perform effectively at my home. (Strongly Disagree, Disagree, Somewhat Disagree, Somewhat Agree, Agree, Strongly Agree)
b) I have the technology I need to help me stay connected to my manager and team when working remotely. (Strongly Disagree, Disagree, Somewhat Disagree, Somewhat Agree, Agree, Strongly Agree)
c) Working remotely has ______ on my day-to-day performance. (Multiple choice: No Impact, Some Impact, A Major Impact, explain why for choices 2 and 3)
d) What additional resources do you need to work effectively while remote? (Open-ended)
Remote work experience work survey example:
Ask these survey questions to ensure employees are set up for success when working remotely and to identify which employees or employee groups need the most support:
a) I have the materials & equipment I need to perform effectively at my home. (Strongly Disagree, Disagree, Somewhat Disagree, Somewhat Agree, Agree, Strongly Agree)
b) I have the technology I need to help me stay connected to my manager and team when working remotely. (Strongly Disagree, Disagree, Somewhat Disagree, Somewhat Agree, Agree, Strongly Agree)
c) Working remotely has ______ on my day-to-day performance. (Multiple choice: No Impact, Some Impact, A Major Impact, explain why for choices 2 and 3)
d) What additional resources do you need to work effectively while remote? (Open-ended)
Guide performance:
• Examine and adjust goals and priorities. It's likely your goals and priorities have shifted, and it's important to recognize and communicate that. Establish a clear plan for helping employees prioritize critical and high-impact tasks.
• Maintain manager visibility: Make sure managers connect for a short daily check-in and prioritize face-to-face interactions when possible. Building strong manager-employee relationships in times of crisis are ones that will impact engagement down the road.
• Use recognition to boost morale: Continue sharing success stories and recognize employees for important contributions. Make recognition public and shareable, through social media, company intranet, and other electronic channels so it can be shared and commented on.
• Maintain manager visibility: Make sure managers connect for a short daily check-in and prioritize face-to-face interactions when possible. Building strong manager-employee relationships in times of crisis are ones that will impact engagement down the road.
• Use recognition to boost morale: Continue sharing success stories and recognize employees for important contributions. Make recognition public and shareable, through social media, company intranet, and other electronic channels so it can be shared and commented on.
Maintain manager visibility
Make sure managers connect for a short daily check-in and prioritize face-to-face interactions when possible. Building strong manager-employee relationships in times of crisis are ones that will impact engagement and productivity down the road.
Make recognition
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During times of radical change and crisis it is more important than ever to have a fully committed team. Our survey shows that while some companies where able to keep or even increase employees engagement 32% of them reported lower levels than before with a clear correlation highlighting a correlation with three factors:
• shift to remote work
• changes in head count
• changes in salaries
• shift to remote work
• changes in head count
• changes in salaries
Did you notice a change in employees engagement?
Remote work and engagement
Remote work and engagement levels
34% of the companies that have shifted suddenly to remote work have experienced lower level of employees engagement.
Head-count reduction and engagement levels
Among the companies that reduced their head-count 52% experienced lower employees engagement. It is important to notice that despite having to fire people, 15% of them were able to boost engagement probably thanks to leadership and more effective communication.
Salary change and engagement levels
Among the companies that had to reduce salaries we see lower engagement in 40% of the cases. As for the head-count reduction case some companies (15%) were able to beat the adds and improve engagement despite the reduction of salaries.
