Best Practices, Ideas and Insight for Managing and Engaging a Remote or Hybrid Workforce.
MHEDA recently surveyed its Membership and learned that a significant change Members are facing (as a result of the pandemic) is the shift to a remote work environment. We created this webpage to help you maximize the benefits of a remote or hybrid workforce. Adapting, preparing and accepting this societal shift will help MHEDA Members remain competitive and continue to attract and retain top talent. If you have any questions or would like to see additional resources, please contact us at 847-680-3500 or email email@example.com.
|Video||Resources & Links||MHEDA Member Insights||Material Handling Industry Report|
Watch this short video to learn best practices, ideas and advice for managing and engaging a remote workforce.
- Customizable Work From Home/Hybrid Office Policy – Click here to view and Save (Word document for easy customizing)
- Industry Report “Materials Handling Industry COVID-19 Remote-Work Insights” – Thank you MHI for sharing this with MHEDA and our Members! – Click here to view full report. You can also view a summary below.
- On-Boarding Template for Remote Workers
- Help New Hires Get Up To Speed On The Material Handling Industry
- MHEDA Endorsed Partner CultureWise has provided several resources on keeping your remote workforce engaged and productive!
MHEDA conducted a Member survey in June 2021. Here are a few things we heard from MHEDA Members, when asked the question: “What significant change(s) has your organization made as a result of the pandemic?”
- “For several months almost 100% of our office staff worked from home. Though we have returned to the office, we must consider more flexible work arrangements to remain competitive.”
- “More flexible with work situations. We had actually launched systems prior to pandemic that supported techs not being in the office- perfect timing.”
- “We view work from home or a hybrid model a permanent work model going forward. We continue to try and find process efficiencies to reduce our cost.”
- “Shifting to a more remote workforce.”
- “Remote offices, new office and factory safety procedures.”
- “Remote working; Restructure of sales and operations managers (regional roles); Virtual meeting option.”
- “Remote working, remote meetings and cross training. Whatever it takes to continue to service our customers at a high level.”
- “Remote working environment Restructure New technology Increased focus on culture.”
- “Realized we can have most office positions work away from the office effectively.”
- “Realization that we can work well remotely.”
- “We have made large investments in corporate culture and managing our workforce.”
MHI conducted a Material Handling industry-wide survey on the topic of Remote Work in March 2021. Nearly 700 respondents included Members from MHI, MHEDA, WiM and WERC. Here are a few highlights from their findings.
To read the complete report, click here.
- Nearly two thirds (64%) indicate more engagement or no change vs. 36 percent who are less engaged in their culture by comparison to before Q4 2020.
- 80% of employees cite equal or greater productivity from a remote/WFH environment than from working in their employer’s office.
- 85% prefer a WFH/remote-working environment or in combination with office time.
- The fact of 94% of member employees feeling management’s trust, coupled with respondents are more productive in a remote/WFH context, is a plus for building remote-work, employee engagement, and loyalty shaping policies.
- 85% indicate company culture is extremely/very/somewhat influential when deciding to stay with an employer.
- 79% indicate extremely likely/likely to stay with an employer as the result of the WFH model.
- 71% are extremely likely/likely to stay with an employer if the company were to return to a work-from-the-office model.
- The downward trend indicates more affinity for the WFH/remote vs. the at-the-office model and may signal which model is best for employee retention.
- Employees’ top ways for maintaining company culture include daily communication with peers (87%), participating in online events (62%) and daily interactions with immediate bosses (51%).
- To help ensure employee loyalty, leadership needs to communicate, offer autonomy, transparency, and the flexibility for employees to work in locations and with schedules that offer work/life balance.
- The remote-work genie bottle has opened. Employees will be hesitant to return to the full-scale, back-to-the-office model from pre-COVID-19 years.
- Leadership can help employees to succeed by offering the employer-sponsored elements they require for efficient work operations and execution (e.g., IT support)
- Employees find they’re equally or more productive by working remotely than from working in their employers’ offices. Companies can foster productivity and innovation by offering work-place flexibility.