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Join us to learn about trends, current best practices and how to organize the new hire experience VIRTUALLY in order to build commitment, confidence and competence.
We will include how to integrate technology, such as mobile chatbots and mentoring applications which will engage and inspire your new talent to quickly grasp the knowledge and skills they will need to perform in the new job.
Why waste time? Get your new hires up to speed immediately so that they can rapidly contribute to the achievement of your desired business results. Join us to see the latest in onboarding technology and design principles to incorporate into your process for your new hires, even those working from home!
Virtual team is the new reality of 21st century workplace. Owing to the increasing competition in the marketplace, decentralization and globalization of work processes and advances in information and communication technologies, companies, to remain competitive, require flexibility and agility in their delivery of products and services.
Virtual teams play a key role to meet these demands. Also these companies are adopting the virtual team approach to reduce their operating costs, encourage knowledge sharing among their employees to promote organizational learning and expand their business hours to 24/7.
Unfortunately, having solid business reasons for implementing a virtual strategy does not mean that strategy is always going to be executed well. The problem is that too many companies treat their virtual teams the same way they treat teams that share the same physical locations.
In other words, virtual teams may be increasingly popular...but they're not necessarily successful. Large number of HR practitioners as well as organizational leaders has come to realize that virtual teams are different from traditional teams. They now must shift their attention towards devising and utilizing new tools and techniques to manage the unique challenges posed by virtual and dispersed teams.
Is change occurring in your organization due to the pandemic? Of course, it is? Are these changes causing stress or conflicts? Do you know how to get everyone on board the change train that is rapidly heading out of the station? How do you get employees to not only go through the motions, but also actually “buy into the changes that are necessary?
Any significant change creates “people issues.” New leaders will be asked to step up, jobs will be changed, new skills and capabilities must be developed, and employees will be uncertain and resistant. Dealing with these issues on a reactive basis puts speed, morale, and results at risk.
The secret to managing greater levels of change is not to press harder on the pedal already floored, but to shift gears and develop effective change leaders throughout the organization.
