The global pandemic has forever changed the way U.S. employees work. Remote work was an established business model before COVID-19 became part of our everyday vernacular. However, the last 14+ months have reinforced just how successful a remote work environment can be — even for companies that once resisted letting their staff members work from home.
A recent Forbes article, 5 Statistics Employers Need to Know About The Remote Workforce, outlined several compelling reasons why remote may have turned the corner from alternative option to mainstream method.
Some statistics outlined in the article include:
- 74 percent of workers surveyed expect remote work to become a standard option
- 61 percent or staff polled prefer being fully-remote
- 97 percent of employees don’t want to go back to working in their office full-time
The Forbes report also noted that having a remote work option currently serves as the biggest draw for attracting top talent. The article doesn’t indicate whether those polled were looking for full-time or partial at-home environments. However, it does show that today’s job seekers want at least the option of working remotely when looking for a new opportunity — or they will elsewhere.
The Current Candidate-Driven Job Market Means U.S. Workers Are More In Control of Their Careers
The good news for applicants? Despite the rampant economic upheaval over the last year, the U.S. is currently in a candidate-driven job market across multiple verticals, including the nonprofit sector. As a result, professionals working with a nonprofit recruiting firm to find their new job opportunity may see an upswing in positions that offer at least a hybrid remote work option.
Of course, the rise in nonprofit and fundraising professionals seeking full-time and partially at-home work schedules may directly impact the organization as a whole. Yes, the demand for remote work in a candidate-driven job economy adds an extra layer of stress to the entire job search process. However, the impact on this new work environment “normal” extends beyond the implications for managers and leadership teams. Full and hybrid remote work options also have a direct effect on the workers themselves.
Workers Can Struggle To Be Successful
While nonprofit workers and fundraising professionals may prefer to work from home, it doesn’t mean that the model isn’t without its challenges for employees. Being successful at home takes practice and intentionality, especially with partners and/or kids sharing a newly-minted “workspace.” Additionally, at-home resources may struggle to connect with both telecommuting and onsite colleagues. For managers at nonprofit organizations, establishing standards and best practices that support (and include) all employees is essential. Here are four tips to help workers find success at work, wherever work is.
Develop an Onboarding Process
Effective onboarding often gets overlooked, even with onsite work environments. However, successfully onboarding new nonprofit employees is even more critical with remote staff who won’t have access to in-person colleagues to ask questions as they arise. Establishing a remote-centric onboarding practice can help eliminate confusion and uncertainty with new employees. You’ll also want to designate a liaison who can communicate needed information and field new hire inquiries. Pro Tip: Include setting up all necessary technology as part of the onboarding process before a worker’s first day, no matter where that first day happens.
Get (and Keep) Them Engaged
Whether a nonprofit employee works onsite or at home, they need to connect with employees before the first day of work. Once an applicant accepts the job offer, begin digitally introducing them to relevant colleagues in the company, so they feel engaged with other staff members from day one. You may even want to send a new hire care package to every new hire’s home that includes a welcome note and various branded company products.
Schedule 1:1 And Group Meetings — Often
Fully virtual or hybrid remote models can make spontaneous rapport building challenging for workers who don’t share common in-person space. To help promote strong professional partnerships, don’t wait for meetings to happen spontaneously — schedule them. Make routine 1:1, team, and large group meetings the norm to help workers feel included in critical discussions and promote team building across the organization.
Set and Manage Expectations
Perhaps the most crucial way to ensure workers achieve success at work, no matter where work is, is to set and manage expectations right from the start. Every employee should clearly understand a nonprofit organization’s mission, vision, and goals and how their job function helps support and attain these important pursuits. Outlining responsibilities and desired results can help both onsite and remote employees move together toward clear, shared objectives for the best possible outcomes.
Request Talent