This pandemic has reshaped the way many businesses are operating. Although a lot of companies have succeeded at transitioning to a work from home (WFH) environment, there is another challenge that business leaders face: transitioning from office-based companies to WFH, simple as it may seem, it can affect employees’ work attitude.
While this transition of employee approach may be bumpy, it is important to recognise that working from home usually is less motivating than working from the office and working from home without a choice is likely to reduce motivation even further.
According to research done by Neel Doshi and Lindsay McGregor, there are three negative motivators that can lead to reduced work performance, which have likely increased during this pandemic. The first two motivators are emotional and economic pressure. These are likely increasing as people fear losing jobs and to get sick, worrying about safely getting groceries, and fear for other relatives through this pandemic, which can cause damage to an individual’s motivation. Lastly, the inertia or the ‘tendency of doing nothing’ can also increase since some people now may already be wondering about the point of even trying.
Their research also identified three positive motivators that can increase employees’ performance.
The first one is play or the motive that boosts performance the most. However, this motive can decline when people are having difficulty accomplishing work at home. Missing the joy or ease at work, such as easily working together to solve a problem, can be tough for employees, especially for those who are more comfortable with interacting with their colleagues in an office set-up. The next one is the purpose. The decreasing visibility of their impact on clients or colleagues can also diminish their assumed purpose especially if no one is there to remind them. Accompaniment can be vital to check and balance in the workplace, ensuring that the employees are achieving their purpose. Lastly, Doshi and McGregor cited potential as the third positive motivator. This factor can decline if people have no access to colleagues or key stakeholders who can teach and develop their potential.
These are the major factors that employees should consider most especially in these trying times. But is it really possible to motivate a remote team in this kind of situation? Here are some tips:
Giving team members a little boost can be a great help. Knowing the things in their job that they prefer the most and the least; weigh them in more efficiently. Having some workarounds in task designations could also be productive, as it gives dynamics to the workflow. The team leader can minimise tasks that employees find less engaging and give them more tasks which they find fascinating or more fun to do.
If one of the employees does not find a certain task engaging, it might be because of two reasons: the employee either feels they are incapable of doing the job or the job is not challenging enough for them. This is where learning comes. Turn the employees’ weaknesses into strengths, this would help them grow individually and remotely. Provide free learning sessions, online classes, or even just one-on-one coaching to maximise their potential and keep them fueled.
Some tasks can be done in any other way. Get the employees’ insights on this and let them be part of the decision-making process. Ask them how they feel with the current system and create more efficient ways of accomplishing tasks at hand. In this way, they will feel more autonomous, accountable, and at the same time, giving them a sense of purpose in the team.
Since purpose and potential are two of the three positive motivators for employees, this can be easily done by becoming more appreciative towards team members. While meeting during video conferences, use the opportunity to express gratitude and enthusiasm, especially for those who are performing well. The phrases “Great job!” or “This is very nice. Awesome work!” might be very simple but can make someone’s day fulfilling.
This article first appeared on Talegent website:
https://talegent.co.nz/blog/the-challenge-of-remote-work-how-to-keep-teams-motivated/
TalentView is an official partner of Talegent in the APAC region.
TAKE THE TEST:
KNOW WHAT'S YOUR PERSONALITY AT WORK
Fill out the form below to take the free personality assessment powered by Talegent.
TalentView is a leading employer branding firm with a mission of elevating human capital standards across the ASEAN region. Working directly with business leaders in Fortune 1000 companies,TalentView’s solutions help create and maintain exceptional experiences to attract, engage and retain their talent. Partnering with key global players including Workplace from Meta, The Bot Platform, Talegent, Indeed, Glassdoor, and Hootsuite.
Uncover Your Brilliance with us!
The Challenge of Remote Work: How to Keep Teams Motivated Share0 Tweet0 Share0 This pandemic has reshaped the way many businesses are operating. Although a lot of companies have succeeded at transitioning to a work from home (WFH) environment, there is another challenge that business leaders face: transitioning from office-based companies to WFH, simple as […]
Build Your Knowledge Library Bring your most important company information together in Workplace Share0 Tweet0 Share0 Centralize key company information and give employees personalized access to the resources they need with Knowledge Library. Knowledge Library allows you to build custom pages in Workplace to house information like HR benefits, travel policies, employee handbooks and more. The […]
Is Now a Good Time to Hire? Share0 Tweet0 Share0 The COVID-19 pandemic has posed unprecedented, challenging situations to a lot of businesses across the globe. But as it hits the global economy, business leaders need to re-strategise, not just for the survival of their company, but for the various opportunities, the current situation can […]
How Workplace is enabling high fidelity communication and supporting employees in the world of remote work Share0 Tweet0 Share0 With many countries currently experiencing at least some form of lockdown, businesses are waist-deep in uncharted waters. Companies large and small have had to transform rapidly as they attempt to continue operating, while keeping their employees […]
6 Video Interviewing Techniques to Enhance Your Candidates’ Experience Share0 Tweet0 Share0 Video interviewing is the number 1 trend that HR practitioners use as a tool since the pandemic struck the entire world. It is through this channel that they can carry on with connecting to their talents. There is no doubt that HR practitioners […]
Share0 Tweet0 Share0 Introduction to Career ConversationsA study by Penna Career Services reveals that more than a third of managers lack insight into their team members’ career goals for the coming year. Managers often mistakenly equate performance reviews with career discussions. However, while performance appraisals look to the past, career conversations focus on the future. […]
Guess Who’s Disrupting HR Tech Now? Facebook. Yes it’s Facebook.by Josh Bersin Share0 Tweet0 Share0 BY JOSHBERSIN · PUBLISHED JUNE 22, 2020 I’ve never been a big Facebook user – it always seemed like a poorly designed platform and I don’t like sharing my personal information all the time. So when the company launched Workplace from Facebook I was not […]
4 Steps for Building Grit Share0 Tweet0 Share0 Grit is the passion and perseverance essential for achieving long-term, meaningful goals. People who are strong in grit are always striving to improve. They are willing to make the sacrifices necessary to succeed while remaining passionate about what they do. Not all people are naturally gritty, but the […]
7 Advantages of Video Interviewing Share0 Tweet0 Share0 Modern technology has revolutionised the hiring process in recent years. One way it has done so is with video interviewing, which has provided efficiency for recruiters in screening applicants while also improving the candidate experience. As well as saving valuable time and resources, video interviewing provides a […]
THE TOP 5 COMPETENCIES OF HEALTHCARE INDUSTRY PROFESSIONALS Share0 Tweet0 Share0 The Impact of Covid-19 to Healthcare ProfessionalsAt the beginning of this year, we have faced one common enemy that has disrupted the life we are used to within a short span of time. Who would have thought that one microorganism could bring such an […]
ANJ VERA
Founder and CEO
With nearly two decades of experience in HR transformation, Anj has worked with the world’s leading employer brands to optimize the talent experience. She is also the author of the book ‘Rethink Recruitment,’ and is the highest-rated Udemy instructor in the field of employer branding. Her insights on culture, branding and the talent landscape have been featured in Inc. Magazine, ANC News, Business Insider, Recruitment Asia and major publications across the region. She graduated with distinction from the Level 1 Leader program of Employer Branding College, Australia and also holds an MBA degree from De La Salle University- Manila.
Anj's mission in life is to drive meaningful change and cultivate strategic leadership through organizations. And with TalentView, her energy is geared towards elevating the employee experience and shaping the future of work. Beyond the physical and virtual office, Anj enjoys diving, travel photography and a good cup of coffee.
STRATEGIC | MAXIMIZER | COMMAND | ACTIVATOR | IDEATION
LAWRENCE VILLANUEVA
Managing Director, Talent Culture and Communications
Lawrence is a recipient of Level A and B assessment certifications from the British Psychological Society. Using comprehensive and real-time data, Lawrence provides HR leaders with tools and technologies to address high-level people decisions making them more agile at responding to both the needs of the business and its employees. His experience working with various industries for human capital technology has allowed him to collaborate with a network of leaders in the region to strengthen their culture and build connected communities.
He holds a degree in Human Resources Management and Psychology from Southville International School. In his spare time, Lawrence enjoys traveling to any place where good coffee is served and the sun meets the sea.
FOCUS | RELATOR | RESPONSIBILITY | SELF-ASSURANCE | DELIBERATIVE
KATE DOSPUEBLOS
Lead, Talent Attraction
Kate kicked off her professional career in talent acquisition and recruitment marketing. With her keen interest in arts and a passion for project management, Kate now handles key employer branding and talent attraction initiatives for TalentView’s key customers like Pru Life UK, Rebisco, and Ernst & Young Philippines. She provides guidance and direction to in-house content producers, graphic designers, and video editors to provide a targeted stream of multimedia content that helps HR leaders meet their talent attraction and engagement goals.
She graduated with a Bachelor's degree in Psychology from Ateneo de Manila University and is currently taking her advanced studies in Counseling specializing in Organizational Psychology at the same institution. Outside the workplace, Kate loves wandering to uncommon destinations and experience culture and art firsthand.
MAXIMIZER | EMPATHY | CONNECTEDNESS | INDIVIDUALIZATION | RESPONSIBILITY
HERECIL CABANIT
Lead, Finance and Corporate Services
A Certified Public Accountant (CPA), Cil’s prowess in finance and accounting defines her dedication to TalentView as the Corporate Services Head. She earned her Bachelor’s Degrees in Management Accounting from the University of San Carlos, and Accountancy from the Cebu Institute of Technology – University (CIT – U). With over ten years of experience from different industries in her field, Cil supervises every aspect of the company’s financial affairs.
From internal budgeting activities to external transactions, Cil’s mastery in the discipline of finance allows her to provide the best solutions and maintain TalentView’s security with a sense of personal excellence and commitment to learning and leading. Outside the office, Cil volunteers for groups that support Filipino children’s education.
ACTIVATOR | CONTEXT | ACHIEVER | LEARNER | RESPONSIBILITY
Coca-Cola BIG
Employer Branding Playbook
Coke BIG aimed to unify its employer branding across all 15 markets. Targeting the top young talents and professionals, they wanted to reinforce why Coca-Cola is the ultimate employer of choice.
This joint effort with TalentView resulted in a future-proof framework. To conceptualize and execute different communication strategies, Coke BIG followed a design philosophy and used this to achieve a unified look for their employer brand identity.
Coke BIG’s Employer Brand Playbook is probably one of the most cohesive primers TalentView has ever produced.
JG Summit
Employer Branding Playbook
JG Summit needed a guide to strategize content that reflected their unique employee value propositions. The main objective was to unify and create a cohesive framework for their employer brand.
A series of audits followed to determine different factors that shaped their brand identity and pillars. By highlighting key messages and stories and delivering integrated campaigns, JG Summit enhanced their brand perception, established its employee value propositions, and drove consistent talent attraction efforts.
This comprehensive playbook was the essential tool and go-to reference for anything and everything employer branding for JG Summit, from content creation to design guidelines.
AIA
Employer Branding Playbook
AIA needed to establish its employer branding separately, mostly from its consumer brand. With the relaunch of their new Employee Value Propositions fresh from audit, this anchored a revitalized content strategy. Aimed to produce campaigns that would resonate with their employees to encourage and increase engagement and, in turn, attract the right talents.
AIA’s holistic approach to its employer brand helped build its strategy and gave rise to various initiatives.
First Gen's
Social Media Executions
First Gen’s main goal was to attract talents for recruitment and increase brand awareness on social media. TalentView’s team of creatives executed the content strategy following the values and attributes based on the audit.
The combined effort with TalentView led to the new company mission statement, “We commit to forging collaborative pathways for a decarbonized and regenerative future.” as the backbone of the employer brand and communications strategies.
These campaigns delivered clear messages consistent with the employer branding objectives—further solidifying their online presence, employer brand identity, and showcasing their company mission. Proudly, First Gen qualified as a finalist in the coveted “Best Employer Brand on LinkedIn.”
Rebisco
Social Media Executions
Rebisco had a straightforward approach to its social media strategy. Anchored on its Employee Value Propositions, Rebisco followed its objectives that reflected its brand persona and messages that resonated with target talents.
Celebrating 60 years, it aimed to increase the talent pool, raise awareness about its Employee Value Propositions, reduce cost and increase efficiency in reach, following, and engagement on social media.
Crafting vibrant and dynamic campaigns, Rebisco's themed posts perfectly aligned with their employer branding. This distinction led to being recognized as the most appealing employer for students in 2021.
Allianz PNB
Social Media Executions
Allianz supports its employer branding through its social media presence as the hero brand archetype. With this in mind, they produced content aligned with their consumer branding and other marketing initiatives.
Focusing on the future, Allianz reminds its target audience that they are Behind You For What’s Ahead. These campaign efforts concentrated on brand awareness, engagement, and lead generation for their recruitment. Strategic social media posts dedicated to the design and content strategy allowed them to acquire a higher following and engagement.
Monde Nissin
Care With Action
Campaign
This campaign had one primary objective: to encourage employees and their families to vaccinate. The campaign gave rise to a series of content about vaccine awareness supplemented by employee testimonials. It was released internally on Workplace and distributed as print as well.
TalentView supported this campaign through video and graphics creation and content and content strategy. The positive outcome of the movement continues even post-lockdown.
AIA
Live Your Purpose
Campaign
After relaunching their new Employee Value Propositions, AIA wanted to tell a story: Live Your Purpose. This campaign became the company’s core employer brand statement, also anchoring the employer brand pillars from it.
Live Your Purpose has become the main call-to-action for different contents, and it was well-received that it yielded more than a year’s worth of various initiatives across the organization, not just with its employer brand.
COKE BIG
Coke on Campus
Campaign
Coke BIG’s main goal was to showcase why it is the ultimate employer of choice and to attract young talents poised to be tomorrow's leaders. To realize this, they partnered with TalentView to produce a global event inviting young potential candidates to experience what it is like to work for Coca-Cola.
From creating assets, layout, training, and event management to production shoots, TalentView supported Coke BIG’s vision to life. A resounding success with over 11,000 participants across 20+ countries, this second run of Coke On Campus was a definite win for employer branding, a collaboration with TalentView to achieve the desired results.
JUSTINE RICAFORT
Marketing Lead
Justine currently serves as the Marketing Lead at TalentView, handling the marketing and strategy for all TalentView solutions and towers, and marketing operations. She has over five years of experience in digital marketing, starting as a Social Media Manager and being promoted to leadership positions, where she now has two years of expertise in marketing leadership. She graduated from De La Salle University-Manila with a degree in International Relations and was marked by distinction as a Dean's Lister and a recipient of the Tan Yan Kee Foundation Scholarship. She was also one of the representatives of De La Salle University in Japan for the Harvard Projects on Asian and International Relations
She currently lives in Manila alongside her mom, brother, and their dog. She is a talkative introvert, she loves horror and psychological thrillers, and she’s been fascinated with true crime since the age of 13. She also loves fitness and exploring different kinds such as dancing, cycling, and even freediving. If she were not a marketer, she would be a forensics psychologist. Her ultimate dream is to have a business related to fitness in the future.
ACTIVATOR | ADAPTABILITY | CONSISTENCY | LEARNER | MAXIMIZER
RAM REYES
Lead, Talent Research and Insights
As the lead of Talent Research and Insights, RAM's ultimate purpose is to provide her clients across Philippines, Malaysia and Vietnam with actionable insights, accurate information and inspiration that will drive their employer branding strategies. With over 8 years of experience, she has cultivated her passion and expertise in nurturing client relationships and refining successful initiatives, focusing on culture, communication, employee engagement, and systematic approaches. Furthermore, her career encompasses diverse fields including Human Resources, Digital Marketing, Graphic Design, and End-to-End Event Management.
Academically, RAM hold a Business Administration degree, majoring in Human Resource Development Management, complemented by an Academic Excellence Award from Saint Pedro Poveda College.
Beyond work, RAM's interests are as diverse as her professional endeavors. She's a pun enthusiast and a strong advocate for self-love. She constantly explore various literaries, music genres and groups, and exercises to keep things fresh. These activities fuel her curiosity and add balance to her life, fostering personal growth and a well-rounded perspective.
ACTIVATOR | ADAPTABILITY | MAXIMIZER | IDEATION | STRATEGIC
MICA PALATTAO
Lead, Talent Capability & Measurement
Mica is passionate about building high-performing teams through leadership development and capability management. She currently leads the Organizational Capability team of TalentView, supporting Fortune organizations in their people initiatives. From early career talents up to executives, Mica helps organizations build and strengthen their leadership pipeline. She has worked with multinational companies from the ASEAN region such as Sanofi, Schindler, Republic Cement, and Heineken.
Mica is a currently taking up a Master’s Degree in Business Administration (MBA) in De La Salle University. She earned Certification in Talent Management from Ateneo De Manila University and graduated with a Bachelor’s Degree in Psychology from Polytechnic University of the Philippines. She is also a registered psychometrician with the Psychological Association of the Philippines. Outside the busy streets of corporate, you can find Mica enjoying her hunt for good food and music.
IDEATION | STRATEGIC | ACTIVATOR | FUTURISTIC | ACHIEVER
Trigger goes here
