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Since COVID-19 forced a large percentage of the workforce to work from home, many employees are saying that they would like to continue working remotely, at least part of the time. In this regard, we are already seeing international companies, like Siemens, announcing their decision to allow 140k of their employees in across 43 countries to work from wherever they want, for two or three days a week.
What really stood out about this announcement was the following statement by their incoming CEO, Roland Busch: “The basis for this forward-looking working model is further development [of] our corporate culture. These changes will also be associated with a different leadership style, one that focuses on outcomes rather than on time spent at the office. We trust our employees and empower them to shape their work themselves, so that they can achieve the best possible results. With the new way of working, we’re motivating our employees while improving the company’s performance capabilities and sharpening Siemens’ profile as a flexible and attractive employer.”
Facebook CEO, Mark Zuckerberg, also announced that he anticipates half of the company’s workforce will be working from home by 2030. In fact, according to a 2019 study by TalentLMS, two-thirds of U.S. companies were already allowing employees to work from home before COVID struck.
While this is the ultimate work scenario for many employees, mobilising people to work remotely can be challenging for some companies that may feel like they have no control over the situation. Done poorly, it can leave teams feeling disconnected, disengaged, and dysfunctional. These changes require a different leadership style, one that focuses on outcomes rather than a ‘bum in seat’ mentality.
Leaders must now find new ways to foster spaces:
The crisis has also created a tsunami of uncertainty – Will I still have a job? Will my salary be impacted? Will I be able to pay my bills?
The second trend worth highlighting is an increasingly authentic commitment by many organisations towards the overall wellbeing of their employees to try and allay these fears. Leading with empathy has become more important than ever and there are several easy to implement ideas to improve the wellbeing of our remote workers. Some examples include:
A growing commitment towards the wellbeing of our workers and the ongoing rise of the remote worker, is the way of the future and we, as Leaders, are going to have to continue adapting, and developing agile workforce strategies, to make the situation work for everyone involved.
Empanda is proud to have facilitated the deliver of the annual performance report for Old Mutual, in addition to developing case studies and animation work to describe progress on the delivery of the 2030 Agenda, in particular, action to deliver Goal 4 for Quality Education.
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The Transport and Urban Development Authority (TDA) for the City of Cape Town implemented SAP Asset Management. We delivered the change, communication and training for this initiative, as well as organisation design. Delivery included an interactive tool to communicate the Blueprint and eLearning for their new SAP Fiori handheld devices.
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The Shining Panda initiative brought together a syndicate of STEM students to develop stories that would motivate against corruption. The interns were stewarded through a full multimedia content development learning process to produce animations.
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Empanda is proud to have supported Massdiscounters (Game and DionWired) in their S/4HANA implementation.This is a ground-breaking retail transformation programme. We developed the programme branding (jump.), the initiative communications platform and an interactive tool for Change Impact Awareness
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Empanda is proud to support Nando’s in with change management services for a human resource management transformation programme. Services include organisational change management, organisational alignment, and the communication and engagement strategy.
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Empanda is proud to have facilitated the 2019 Voluntary National Review of the South African private sector contribution to the delivery of the 2030 agenda. This contribution was input to the report back of the South African presidency to the United Nations. Empanda has also worked on other GCNSA initiatives including work to understand the impact of Covid19.
We are proud to have supported homechoice with a blended onboarding, training and coaching platform eLearning series that is helping the rapid growth of their sales agent network. We have automated much of the recruitment process and host the solution on Juno, supported by our success management service.
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We are proud to support Pick n Pay with eLearning content development including their induction programme, the trainee store manager programme, and a variety of other courses that help role and system understanding. We also provide visioning and change management services.
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Empanda is proud to have developed a course for the Parliamentary graduate programme. This ground breaking journey focuses on building democratic peer based leadership, with a full success management team positioned to support learning.
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We are proud to have delivered a series of annual programmes for Western Province Caterers. SMILE is a blended programme designed to both deliver learning competency and to lift employee motivation and engagement.
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We are proud to have supported the Coop retail business with occupational health and safety training to ensure that all staff are fully aware of how to be safe under all circumstances. This deliverable set was provided in partnership with First Friday.
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Empanda is proud to continue to support Shoprite Checkers following the COR3 SAP Retail Programme. Shoprite was our first client, and we still provide change and communication services. We have placed over 50 consultants, who have delivered over 50,000 consulting days.
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Empanda is proud to support the United Nations Global Compact with over 70 content development projects. We deliver learning journey toolkits for the UNGC global Academy, hosted in over 160 countries world wide, producing engaging digital content that is translated into over 7 languages.
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Empanda is proud to have supported the production of the annual report on risk, including the application of a new corporate risk management governance framework, and a refreshed sustainability model. We have also provided change management services to this client.
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Empanda facilitated a peer lead journey for a group of subject matter experts who wanted to produce wellbeing eLearning Journeys. The initiative facilitated the content development process and taught authoring and instructional design techniques, enabling a route to market.
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