Key takeaways on how to nurture the best talent during disrupted times.
Tips, hacks, do’s and don’ts from recent content created by Eagle Labs, with links to the source articles and videos if you want to learn more.
Recognise the link between freedom and happiness
Give your workforce the freedom to establish where and how they work, and they will reward you with their trust, loyalty and most productive hours. That’s the experience of globe-trotting founder, Danish Soomro.
Listen actively if you want to really connect with colleagues
If you’re only listening so that you find an opportunity to start speaking again, then you’re doing it wrong. Active listening means being fully attentive to what the other person saying, as well as observing their body language. If you can approach the conversation without preconceptions, then all the better.
Consider the worth of your company culture
Research by GlobalData found that open job vacancies among larger UK tech companies dropped by almost 20% in May. The knock-on effect for the startup world may include greater availability of talent and lower salary expectations, but founders are also reporting hiring freezes as budgets are cut. Cash-strapped startups looking to recruit should consider how to communicate the value of their culture and ways of working.
Go big on being small to attract ambitious graduates
Startups may not be able to match the salary or reward packages of big corporates, but what they can offer is responsibility and variety. Being thrown in at the deep end is a familiar part of the startup experience, where small workforces mean that staff often have to wear more than one hat. And flat management structures not only allow graduates to see how the business is run, but also have their voice heard much more easily than in the grad programme of a major corporation.
Press record to help new colleagues feel part of the team
Hiring remotely is a novel experience for most businesses and creates a range of challenges, including how to help employees settle in quickly. Having their new colleagues record and share brief personal introductions is one way to make the experience feel more human and allow the new hire to put names to faces.
Look out for virtual experience
Covid-19 is limiting the practical experiences open to would-be employees. Normal internships, work experience and volunteering opportunities have become difficult and, in some instances, impossible. Many at the start of their career, including students sent home from university, are looking at alternative approaches and founders may need to change their mindset to give value to such virtual experiences. One startup that is helping meet the need is BrainCeek, which provides virtual work simulations but with real assignments from real companies, providing real feedback.
Improve your documentation
Virtual onboarding and remote working makes it hard to ask the dozens of questions that arise for anyone in a new role. Make life easier for new employees by developing more thorough documentation for each role and ensure they are constantly updated.
Don’t forget the needs of staff returning from furlough
These are unprecedented times and no one knows what issues may arise around staff returning from furlough. Some form of re-onboarding will be required and managers should check in regularly to make sure that those returning to work feel supported and included.