HP Innovation Issue 18: Summer 2021 | Page 36

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them to trust someone at work who cares . To inspire loyalty and enthusiasm remotely , HP uses a buddy system , daily online updates with resources for different demographics , and an open-door policy . The company also encourages employees to join employee resource groups to help them build a sense of community at work . This is in addition to an in-depth onboarding program that aims to acclimate and support new hires by sharing company history , culture , and strategy — along with checklists and resources covering more mundane ( yet important ) tasks .
In the United States , a one-size-fits-all approach doesn ’ t work with Gen Z , who grew up in diverse types of families and households , and are highly individualistic . “ In the past , people thought of employees as resources who happened to be human ,” Duarte says . “ When we think about people more holistically , we make better decisions , including how to best welcome a new team member who happens to be starting remotely .”
Learning how to do their job Gen Z comes to work with more liberal ideas of professionalism and a strong desire for authenticity and work / life balance . Providing on-demand access where workers can learn at their own pace is important to Gen Z ’ s success . This generation is more likely to acquire information and new skills as they need them , in smaller , more manageable chunks , rather than studying training manuals or attending all-day presentations .
While everyone learns differently , people beginning their first full-time job remotely can benefit from a more hands-on approach . Managers should focus on teachable organizational skills like time management and developing a structured schedule . In the beginning , consider moving weekly check-ins to daily contact in order to help new hires develop routines and avoid stagnation as they
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of the US workforce will be Gen Z by 2030 .
SOURCE : BLOOMBERG navigate their new roles . It ’ s important to define what success looks like for each task — even going so far as to break down the first several projects into steps . Be clear about all expectations and goals , both for the company and for the person .
The prospect of upward mobility can seem like a minefield to new hires . Encourage them to be proactive and network ( and explain the best ways to approach that remotely ). Make sure they know about all the career resources available . Chat about how they envision their career path ( or next steps ), and help them see how that could look within the company . Then , be clear about the steps and growth required for a promotion .
Absorbing workplace norms Whether someone can gel with a group remotely is tougher to determine , but leadership and personalized guidance are crucial to a successful virtual office .
“ Workplace norms are really the informal way in which work gets done around here , and guess what — that means it ’ s how people act every day that sets the tone ,” explains Nicole Morris , executive consultant at Vaya Group , a talent management consultancy . Small actions demonstrate priorities and values better than any written manual or code .
Learning the ropes , remotely
Tips from executive consultant Nicole Morris of Vaya Group for starting your career when you ’ re working from home .
Know yourself . Several tests can help you identify your work style , communication style , and ideal career . Having a better understanding of your strengths , weaknesses , and blind spots can help you know when to ask for help and when to offer help .
Pay attention to what excites you and energizes you about your job . This will help avoid burnout and can ultimately steer your career .
Ask your manager to set aside regular one-on-one time so you both maintain a good flow of informal communication . Discuss key priorities for the week , filtering out vague language to help everyone stay focused . Be sure to address larger-issue questions and to discuss upskilling in your career periodically .