As working from home stretches into the summer and beyond at many companies, some firms are adopting interesting, innovative incentives to maintain engagement and productivity among telecommuting employees.
Most common among such perks is the expanded flexibility for personal time off and customized work schedules. But many employers consider those options to be table stakes and are raising the ante. Perks related to food and drink, camaraderie, dress code, and new technology are being introduced as HR rethinks and adjusts company culture.
As the COVID-19 pandemic continues to unfold, many sales leaders are facing a tough choice: drive as many sales as possible today or prepare for the future. Most sales leaders are trying to do both, of course, but the intense pressures they’re feeling as economies around the world pull back create an urgency to focus on the short term.
That sense of urgency has led some companies to try to recapture lost revenues by increasing targets for their sales teams. Since many of these targets are unrealistic, they can further demoralize sales teams that are already reeling from the leap to remote selling. This state of affairs has exacerbated a tendency among sales leaders to focus on short-term performance in meeting targets and forecasts, achieving growth, and closing deals.
After a few months of sheltering in place, states are beginning to open up and employers are starting to consider what a potential “back-to-the-office” plan might look like. Many people are feeling anxious about how safe the office will actually be, especially those who are at higher risk for COVID-19. This anxiety also extends to employees who might not be high-risk themselves but live with someone who is. How your organization supports these employees needs to be a key part of your reopening plan.
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