改善居家办公问责制的7个方法受漫长的疫情影响以及网络通讯日益方便迅捷，居家办公了越来越合理化。居家办公成为职场大势，而管理者通常认为居家办公会严重影响员工工作效率。事实上，与其一味心里过滤不如正视其好处，适应混合式和多元化工作。
想了解居家办公问责制，就要知道是居家办公问责制的什么，其好处是什么，以及七个改善团队或企业问责制的方法。
居家办公（WFH）是许多美国专业人士的新型常态，无论是全职的远程工作还是混合式工作。然而，这种工作制度给企业和员工带来许多利益的同时也带来了特别的挑战——尤其是问责制的问题。没有了传统的办公环境，办公效率以及办公可靠度就需要刻意努力和有效的策略来维持。
在这篇文章中，我们将探讨如何改善居家办公的问责制，让个人和团队在这种新的工作环境下蓬勃发展。
What is work-from-home accountability?
什么是居家办公问责制？
Accountability is taking ownership of one’s actions, decisions and outcomes in the remote work context. This means being responsible for meeting deadlines, maintaining quality levels and honoring commitments made to colleagues and stakeholders.
When working from home, it’s important to establish clear expectations and guidelines for accountability. This includes:
Defining specific goals and objectives
Setting realistic deadlines
Providing regular feedback
Giving support
Accountability in remote work also requires effective communication. Inform all team members about progress, challenges and any changes that may affect the workflow. This promotes transparency and allows for better collaboration and problem-solving among teams.
Benefits of work-from-home accountability
居家办公问责制的好处
To enhance accountability in remote work, it’s important to recognize its significance. Some of the benefits of focusing on accountability in remote workers include:
Improved responsibility: When people hold themselves accountable for their work, they’re more likely to step up and take responsibility for the outcome of their tasks. This also gives employees a sense of accomplishment and improves job satisfaction.
More transparency: When you set clear expectations for remote teams, it’s easier for them to be clear about what they’re working on and when they may need help. This also increases trust among team members.
Improved collaboration: Remote team accountability helps employees collaborate by outlining who’s responsible for what, so they know who to communicate with to ensure work is completed.
Fewer missed deadlines: When working remotely, it’s easy to let deadlines slide past without colleagues reminding you when work is due. Improving accountability among WFH team members helps reduce the number of missed deadlines and streamlines workflows.
Better work-life balance: Accountability also improves work-life balance for employees by making sure no team members have to pick up the slack for others.
7 ways to improve work-from-home accountability
改善居家办公问责制的7个方法
Leaders and managers can establish and improve WFH accountability through a few methods. Every organization is different, so you’ll need to find what works best for your situation.
1. Set a clear WFH policy
建立明确的WFH政策
The first step in establishing WFH accountability is to have a clear policy in place. It’s a good idea to ensure team members have buy-in so they don’t feel that they can’t follow the rules. Some items your policy should cover should include expected working hours, hybrid schedules and technology usage policies. Some virtual teams may work on their own schedules and timelines while others will need to have set hours in place to ensure collaboration. Many virtual teams will need more structure than others. It’s important your policy encompasses the best system for your entire organization. Work with your managers and team leaders to find out what policies will work best for everyone.
2. Clarify responsibilities
明确职责
If employees know what’s expected of them, they’ll be more likely to hold themselves accountable to those expectations. Make sure you set clear goals, deadlines and benchmarks so employees can hold themselves to them. Workers need to know what they’re responsible for and who to ask if a project is running late or they need more help. Key performance indicators (KPIs) help teams measure the quality and efficiency of their work to make changes where needed. This is particularly important in a remote work environment where team members don’t have regular physical interactions with each other.
3. Provide the right tools
提供合适的工具
Remote employees may need additional technology and tools to communicate, collaborate and complete tasks. Make sure you provide your teams with the right technology to help them meet goals and stay on track. Virtual teams will need the right communication tool for team meetings, plus project management and collaboration tools to keep each other accountable in real time. Time management and tracking tools help teams determine how to assign project deadlines and prioritize as well. Cloud-based systems help employees work from anywhere and at any time, helping them complete projects when working from home or traveling. Leadership also needs specialized software like ActivTrak to maintain visibility and manage hybrid and remote workforces.
4. Encourage clear communication
鼓励清晰的交流
The best-performing virtual teams are those who can communicate regularly and clearly about their work. Many of the tools you provide your team members will help them communicate about work status, bottlenecks and processes. However, you should also encourage communication among teams through other means, such as weekly newsletters and quarterly all-staff meetings. Just make sure that you’re not scheduling unnecessary meetings for your team’s needs.
5. Give regular check-ins
日常打卡
Beyond clear communication about the team or organization as a whole, structured check-ins for individual employees helps ensure work-from-home policies are working for each person. Give employees a chance to voice their concerns with existing policies or let their managers know where they may be struggling. This also provides an opportunity for managers to help employees see where they’re hitting goals or where they may need to work harder. WFH environments may change over time as your team members and their needs change, so flexibility and regular feedback are key.
6. Measure productivity
衡量工作效率
Remote employee management requires understanding how your teams work best and what blockers may keep them from productivity. One way to make sure you’re setting realistic goals and that team members are accountable for their work when they work from home is to monitor productivity. There are many benefits to using WFH productivity tracking software like ActivTrak, including helping team members with time management, task management and accountability. It also gives your leaders insight to make decisions driven by data rather than guesswork, so you can see where workflows and processes may need tweaking or what’s working for your remote teams. You can also see if team members may be working too much or too little and redistribute the workload as needed.
7. Reward employees for achievements
员工成就奖励
Create a culture of engagement by rewarding employees for being accountable and meeting （or exceeding） expectations. Bonuses, extra paid time off or gifts can be special rewards, but even publicly praising employees for their contributions can go a long way toward improving accountability in your team. Other rewards can include new opportunities to further their careers or take on new challenges. Different teams and employees will have different needs for feeling valued and rewarded, so let your managers find the best way to let employees know they’re appreciated.
Use ActivTrak to improve work-from-home accountability
If you’re ready to take the next step to enhance work-from-home accountability for your team, ActivTrak offers a comprehensive workforce analytics platform customizable to your needs. Get insights to assess and improve employee productivity and well-being and gain visibility into how work gets done within your company. Use data to inform key decisions and optimize outcomes for your remote or hybrid teams. To see how ActivTrak can empower your team, contact our sales team for a free demo.
SOURCE ActivTrak
U.S.
2024年01月22日
U.S.
How to Learn More About Labor Relations
There’s a lot of talk about labor relations (i.e., union activity) in today’s news. While we’re reading about it more, the actual number of American workers that belong to unions is relatively small. According to the Bureau of Labor Statistics, it’s 10.1% and only 6% in the private sector. So, it’s not unusual that individuals might not have much labor relations experience. That’s what today’s reader note is all about.
"I am looking for some direction. I love your emails and share them with my peers.
Can you suggest any online blog, certificate program, or course I can take that would help me interpret union contracts more effectively? I am struggling to understand the grey area of the language sometimes. What I interpret the language as saying is different than the original intent of the language and I get stuck. Any help or direction you could give would be great. Have a great day!"
When it comes to labor relations, one of the first things that individuals need to know is what legislation governs your industry. For instance, many organizations are governed by the National Labor Relations Act (NLRA). But some industries – like transportation – are governed by the Railway Labor Act. And if you’re in the public sector, the rules are different as well. So, understanding the rules is step one.
While I have some labor relations experience, I know someone who is a specialist in this area and thankfully, when I asked if he would share his expertise, he said “yes”. Michael VanDervort is a staff member with the Labor Relations Institute (LRI) in Tulsa Oklahoma. In his role, Michael specializes in creating thriving workplaces driven by positive associate relations. Before joining LRI, Michael worked in labor relations for Publix Super Markets and was executive director of CUE Inc., a non-profit, member-run organization dedicated to assisting companies in the creation and maintenance of positive working environments. Michael and I have known each other for years. We met as volunteer leaders with the Society of Human Resources Management (SHRM) and HR Florida.
Michael, thanks for much for being here. Can you share with readers how you got started in labor relations?
[VanDervort] I grew up in Michigan at a time when the state was the center of the universe when it came to the auto industry and manufacturing, especially the UAW (United Auto Workers). My dad was a manufacturing supervisor at that time and would come home with paperwork that included lists of grievances that had been filed by employees, and he would have to write responses. I guess I was an HR nerd even then because I remember reading the complaints and saying,‘But why….??’ about all kinds of work-related complaints.
When I graduated with my bachelor’s, I originally planned to go to law school, but I decided to take a year off to earn some cash. I applied for and got hired into a job with the U.S. Postal Service as a letter carrier, and I joined the National Association of Letter Carriers Union (NALC). I became a union member, realized how bad the relationship between craft workers and postal management was, and started asking,‘But why…？’ again. I became active with the union, winding up as an elected official, but I knew I could do more.
A few years later, I applied to graduate school for my master’s in labor and industrial relations. I switched to the management side 35 years ago because that’s where you can make the most difference, and I have been doing this work ever since and still love it.
Before we start talking about the reader note, I want to ask about non-union environments. Why should HR professionals in non-union environments learn about labor relations?
[VanDervort] If you manage in a non-union environment, you have a blank slate for establishing a thriving workplace culture. If you do this well, your people will never need a union. That’s the first reason.
The second is that even though it may seem remote and esoteric to non-union practitioners, the National Labor Relations Board (NLRB) is an influential agency with jurisdiction over many crucial aspects of the workplace that apply to all employers, regardless of union status. Any employee, including non-union employees covered by the NLRA, can file an unfair labor practice (ULP) charge with the NLRB and bring the Board to your front door. Most of these charges would be related to protected concerted activity for things like complaining about unfair treatment, being disciplined, or fired for sharing company information, or handbook policy violations.
The reader expressed interest in building their labor relations knowledge. If someone wants to learn more about the area of labor relations, can you name a handful of low-cost / no-cost resources?
[VanDervort] There are many newsletters and organizations that focus on labor relations in different ways, including professional organizations like:
CUE Inc., a community for positive employee relations
HR Policy Association
Society for Human Resource Management (SHRM)
Law firms also provide great resources with their blogs and newsletters.
Jackson Lewis
Littler Mendelson P.C.
Ogletree Deakins
And free blogs, newsletters, and podcasts abound.
Labor Relations Radio
Labor Union News
Projections Inc. and the ProjectHR podcast
Lastly, my own firm, the Labor Relations Institute, offers free resources and I do a podcast called Labor Relatedly, which I co-host with attorney Jon Hyman as part of the DriveThruHR show. I put out a LinkedIn newsletter called “Positive Employee Relations” several times a week that is a great resource for staying current on developments in the labor space.
And if I have some budget dollars, are there any labor relations educational programs that might be helpful?
[VanDervort] CUE offers some low-cost training like Labor Relations 101 and a periodic certification course in labor relations. They also offer two conferences yearly, which are great learning opportunities for those seeking to learn more about labor relations.
Michigan State University’s School of Human Resources & Labor Relations offers unique monthly courses and a certificate program for someone preparing for a leadership role in a unionized organization.
Cornell University also offers an online certification in labor relations.
This reader note talks about collective bargaining agreement (CBA) language. If an HR pro is trying to interpret the CBA, what should they do? Is there someone specific they should turn to for guidance?
[VanDervort] The first piece of advice I received about learning labor relations and contract interpretation was ‘read the labor agreement’. This is completely true. Everything starts with the labor agreement. From there, you have guidelines in precedent, past grievance settlements, bargaining notes from negotiations, and your internal/external labor attorneys to draw from. However, you need to build your own knowledge first because every conversation you have around grievances, arbitration, and work rules with a union representative derives from that CBA, so you need to know it inside out.
Last question. I’ve worked with some companies where labor relations were left up to lawyers and consultants. I’m not a lawyer or consultant bashing – they are invaluable, especially when employees might be considering union representation (i.e., organizing) and contract negotiations. How can an HR pro know when to call in outside expertise?
[VanDervort] It goes back to knowing the basics of labor law, what the current trends are in labor relations are, and how they might impact your employer.
If you are non-union, follow what the NLRB is doing policy-wise. They create policies every week that impact non-union workplaces significantly. You are not doing your job if you aren’t on top of these developments. Stay abreast of what labor unions are doing and what industries they focus on for organizing. If you get a surprise petition or ULP charge, you are going to be hard-pressed to respond.
If you are a union employer facing contract negotiations, ULPs, or even a strike, you must be prepared and have plans in place. These are the times when having a labor attorney or consultant in your contacts makes sense.
A huge thanks to Michael for sharing his experience and knowledge with us. Michael frequently speaks and writes about a wide variety of human resources topics, including labor and employee relations, positive workplace leadership, and social media. So, I hope you’ll check out all the resources he has provided.
One of the big takeaways for me in this conversation with Michael is there’s a place for labor relations in both union and non-union environments. And he’s absolutely right in saying that the NLRB is an influential agency. It’s worth your time to proactively understand what’s happening, not only for your own professional development but your company culture.
Image captured by Sharlyn Lauby while exploring the streets of Tampa, FL
SOURCE HR Bartender
U.S.
2024年01月19日
U.S.
Public Insight Releases Fall Update of TalentView SolutionPublic Insight, a leading provider of talent management solutions, has announced the release of its Fall update for the TalentView solution. This update brings new features and enhancements designed to further support organizations in managing their talent effectively.
Zip Code Analysis, LinkedIn® Data, Shift and Benefit Reporting Provide Hyper-Targeted Talent Intelligence for Recruiting and Business Development
(Akron, OH) Dec. 21,2023 Public Insight announces the fall release of its TalentView job market data and analytics solution. New features and capabilities such as zip code analysis and 3D mapping, LinkedIn organizational data, and shift and benefit reporting provide a unique level of hyper-targeted talent market intelligence for recruiting and business development.
Granular analysis is available for over 160 talent market metrics. The number of organizations available in employer analysis and benchmarking has increased from 400,000 to 1.7 million. TalentView insights inform and justify recruiting decisions and influence hiring manager discussions. Use cases for identifying prospective companies to target, expanding product/service offerings, benchmarking, competitive intelligence and content development support business development strategies.
Key Feature Highlights of the Fall Update of TalentView
Zip Code Analysis and 3D Mapping – Job postings can now be analyzed at the zip code level generating more targeted regional insights for posting volume, turnover, supply and demand, and compensation. Job postings were previously analyzed at the metro (CBSA) level. This level of targeting will help inform sourcing strategies and improve ability to fill jobs. 3D mapping provides a quick, visual way to understand posting activity by specific locations.
In the example below, nurse posting volumes and reposting rates in CA are analyzed over time.
LinkedIn Organization Data – The addition of LinkedIn data increases the number of organizations in TalentView reporting to 1.7 million. Indeed® and Glassdoor® company data for postings and reviews/ratings has been mapped to LinkedIn organizations. These organizations cover 95% of job posting activity in the U.S.
In addition to the posting volume, supply and demand, time-to-fill and compensation analysis available by employer in TalentView, LinkedIn data provides more volume, depth and details to employer analysis. This enhances the ability to do targeted employer selection, analysis and benchmarking. Organizational reporting now includes specialty tags, multiple locations, LinkedIn follower counts and more. Reports include LinkedIn profile and company website links.
Employer Analysis Use Cases
TalentView insights have several use cases for sales, account management, recruiting, benchmarking, competitive intelligence and content development:
Target prospective companies by company size, type and location for business development
Add insights to expand product/service offering and increase revenue
Justify recruiting decisions and prepare for hiring manager discussions
Share client/competitor/market insights and trends with clients
Utilize employer insights as content for recruitment marketing and social media
Benchmark employer job/talent market KPIs over time and against competitors and the industry (including employer brand and DEI ratings)
Utilize employer, competitor and industry benchmarks to supplement HR/Executive reporting
Utilize employer, competitor and industry benchmark in new business pitches
Analyze who and where competitors are hiring to understand their growth strategies and direction
Shift and Benefit Reporting – Analysis and reports for job posting volumes, supply/demand and compensation can be created at the shift, schedule and benefit category levels. This capability is beneficial for companies and solution providers that recruit candidates that work in job shifts or schedules, such as those in healthcare, manufacturing and transportation.
Benefits reporting provides a more holistic understanding of competitive job postings and trends related to new benefit offerings.
In the example below, nurses’ compensation is analyzed by shift over time.
Ad Indicators – Advertising indicators from Indeed job postings are now captured and analyzed. These include: Sponsored Ad, Quick Apply and Fair Chance Job. Sponsored ads can help identify which companies have job titles that may need to be filled more quickly and have budget to spend on filling them. Quick Apply jobs may indicate a company doesn’t have an ATS or may need recruitment marketing services. Fair Chance Jobs could be a competitive advantage for companies recruiting alternative sources of candidates and it is helpful to see these trends over time.
Integrated KPI Reporting – Analyze over 160 KPI metrics easily and quickly using the new visualization with integrated tables and KPI metrics.
In the example below, registered nurse posting volumes, reposting rates, compensation, and urgency rates are analyzed over time by simply clicking on the table row.
“This release enables our most targeted and granular level of analysis yet to report on 160 talent market metrics,” explains Dan Quigg, Public Insight Chief Executive Officer. “Several new features were customer driven, which is yet another indicator of market demand for hyper-targeted talent market intelligence for decision making,” adds Quigg.
About TalentView
TalentView integrates and transforms jobs, talent and labor market data from Indeed®, Glassdoor®, LinkedIn® and government agency publications into strategic insights. Hyper-targeted market intelligence helps solution providers with business development and practitioners to inform and justify recruiting decisions. TalentView market insights are provided via reports and dashboards in our analytics platform and data integration with third party applications.
SOURCE Public Insight
U.S.
U.S.
U.S.
扫一扫
添加客服
