HR leaders and directors have always been exposed to various challenges. However, after switching to remote work their number has either grown or current challenges gained in strength. We have talked to HR leads in tech organizations to identify the current problems they’re facing as well as how workplace analytics can help in tackling them.
Making sure that your most talented employees don’t jump ship too quickly is a challenge that even the biggest tech giants struggle with.
Just take a look at Facebook, Google, and Apple, where the average tenure is 2.02, 1.9, and 1.85 years respectively.
Is there anything that businesses can do to prevent employees from leaving? The solution lies in workplace analytics, especially in the data on teamwork habits.
How evidence-based feedback on work habits within the team and across the teams can help:
Another HR challenge that the majority of tech companies face is onboarding new employees and bringing them up to speed to achieve optimum productivity. How do we actually assess how long it takes for a new hire to become fully productive? It’s vital to consider the four stages of competence, which include:
Onboarding plays a crucial role in reducing the time it takes for a new hire to reach maximum productivity.
Increasing time for deep work while reducing context switching and multitasking is also a problem that should be addressed.
Let’s take a closer look at them:
Overall, the fewer multiple-context interactions employees are exposed to, and the more time they spend on deep work, the higher their productivity.
These two are arguably the biggest HR challenges for remote teams.
According to a 2021 study published by Nature Human Behaviour Journal, organizations that adopted hybrid or remote work during the pandemic are struggling to maintain their organizational structure and productivity intact. After analyzing data such as emails, workweek hours, and calendars for over 61,000 Microsoft employees in the United States, the authors of the study have found that the organization has become more “static and siloed, with fewer bridges between disparate parts”. It has also seen a drop in synchronous communication and a steep increase in asynchronous communication, which tends to disrupt innovativeness and productivity.
At Network Perspective, we offer businesses the opportunity to tackle these obstacles in a number of ways, most importantly by:
When employees operate under two different structures, it’s very hard for their leader to understand what their work experience is as they split their time between the leader and different projects. There are few tools that connect data on employee experience in both formal and project-based work.
At Network Perspective we integrate with tools that collect data on both of these work types. Thanks to this, the leader knows what projects their team is currently working on, and what their experience is. For instance, they might learn that a given project is causing them to feel overworked.
Many of the top HR challenges encountered by today’s tech companies circle around hybrid and remote work, as well as the fight for the best talent. To navigate this new reality, it’s important that businesses collect feedback from employees and engage in organization network analysis.
At Network Perspective, we can help you understand your team’s work patterns and understand what shapes their day-to-day work. As a result, you’ll be able to plan proactive measures and boost your employees’ sense of belonging and productivity.