Personnel follow-up

In the digital workplace, it's important that you as a manager help to create and maintain well-being, motivation and productivity. Everyday working life has changed for many of us and we're seeing a shift towards more flexible working hours, less separation between home and work and increased digitization in the way we work. More and more people are using electronic communication in meetings and more people are working from home.

This can lead to less contact between colleagues and you may see your coworkers less than you normally do. You simply see each other less than you used to, which can make it difficult to maintain a good working relationship.

Some employees are more introverted, others are more extroverted, while everyone is a mixture of the two. The only thing that's certain is that we're all different and therefore we also have different ways of coping with a changing workday. As a manager, you need to recognize these differences and help to ensure that everyone is included in a sense of community, and work to ensure that no one is left out.

Many employees need that spontaneous chat in the coffee corner. They miss the informal "chat" on a typical Monday morning after a more or less eventful weekend.

Here are some tips on how you can help maintain dialog, togetherness and motivation:

• Information: Ensure that the flow of information is maintained and that the same information reaches everyone Use email, online meetings, Teams or similar
• Regular contact: Make sure you keep in touch with employees even when there is no practical need to do so. It's a good idea to have regular 1-1 meetings, even if it's just for a short, pleasant chat.
• Involve: Do you notice someone disappearing a bit from the community? Involve them
• Rush meetings/coffee chats on Teams: For a variety of reasons, it can be difficult to meet up, but it's still possible to have a good dialog. Gathering digitally is no substitute for meeting physically, but is far better than no contact.
• Remember your employees: Remember what you've promised. Follow up on what you've said and don't let anyone feel "forgotten"

Remember to make a note of what was discussed and when, especially if there are points you should follow up on. This is important for further dialog, especially when you hold the annual evaluation with the employee. Regular clarifications and reconciliations with employees make the annual review much easier.

For employees to be able to grow in the company, the framework must be right. For the manager, it's about empowering others to become better in their role. That's why it's important to follow up continuously throughout the employee's life cycle: from onboarding to offboarding.

With 4humanHRM your company ensures consistently good and professional follow-up of all new employees (onboarding). This improves the working environment, increases loyalty, reduces turnover and creates a unique culture for your company. The new employee will become operational faster and more efficient from day one.

In 4human HRM, the company can set up tailored pre- and onboarding programs that include learning, follow-up and probationary interviews and ongoing follow-up of the new employee. In 4human, the manager has a full overview of the employee's progress and can continuously follow up the employee based on current status.

During an ongoing working relationship, it is important that the employee is followed up continuously. Research shows that close follow-up of employees on sick leave reduces the length of sick leave and therefore reduces the cost of sick leave. In 4human HRM, the system owner/manager/HR can choose which notification strategy to set up. Both in terms of text content, recipients and frequency of notifications (etc.). Other types of follow-up during an ongoing working relationship include approving/rejecting holiday and leave applications, and holding various types of conversations with the employee (e.g. appraisal interviews and performance reviews). Ongoing follow-up can also consist of following up on skills and learning.

Employee turnover is estimated to cost twice an employee's annual salary, and turnover can spill over to colleagues. That's why it's important to have an orderly offboarding process with mutual dialog between the employer and the person leaving. Today's generation is also more mobile and many may consider returning to a previous employer if they have a good impression of the company.