Archives July 2023

The aftereffects of the pandemic and economic upheaval created and unprecedented trend dubbed “the Great Resignation.” This churn in the labor market resulted in nearly half of all U.S. workers quitting their jobs.

In 2022, records numbers of employees continued to leave their jobs. Among the industries most affected by resignation in 2022 were:

• Accommodation and food services
• Leisure and hospitality
• Retail trade
• Trade, transportation, and utilities
• Professional and business services

Now that the stresses of the pandemic have passed, many Great Resignation participants are considering returning to their former jobs. Returning to a work environment where you were formerly employed is a big step that requires serious thought. This blog will discuss a few questions you should ask yourself when considering returning to your former workplace.

Key Questions to Answer

When you’re contemplating a return to your old job, consider these key questions to determine if it is the right move:

1. Why did you initially leave your job? To get away from something or go toward something?

The reasons you left your job in the first place are crucial to making this decision. Did you leave because career growth was stagnant or the workplace culture was toxic? Understanding your reasons for leaving will help you determine if returning is worthwhile.

2. Have the conditions changed if you left because you were unhappy?

Whatever made you unhappy in the job, has it changed? Are working conditions better? Is a toxic situation no longer an issue? Have growth opportunities improved?

3. What do you miss about your old job? How much do you miss it?

Understanding what you miss and why is essential, whether it’s the work itself or the workplace culture you were a part of. List everything you miss about your old job and workplace versus what you don’t. If the positives you miss outweigh the negatives you don’t, then a return to your old position might be wise.

4. Can you see potential growth and a bright future with your new role?

Maybe you have acquired new skills and abilities that open new prospects within your old workplace. Or perhaps you want a chance at a leadership position. Pursuing a new role with your old company should have value and career growth opportunities.

Conclusion

There are many reasons you may decide to return to your former job. You’re off to a good start if you parted on good terms and maintain a good relationship with former coworkers and managers. Take the time to ask and answer the right questions about your motivations and goals for returning and the current company atmosphere. Once you have your answers, you can confidently apply for a new role at your old workplace.

If you ultimately decide a new job is best for you, let our team at ABBTECH lend you a hand!

The pandemic forced many businesses to shift to hybrid or fully remote teams. The transition was challenging for some companies, and many managers are still learning and adapting to managing their remote teams.

If you are still learning to manage your remote workers effectively, here are 5 effective strategies for managing remote teams.

Trust your Remote Teams

Nothing brings out the best in an employee like managerial trust. Trusting your employees to self-manage themselves to complete tasks and accomplish goals increases their trust in you as a manager. They become more confident, more productive, and more capable. Limit yourself to quick morning meetings and check in on progress only when necessary.

Host Daily Meetings

Tracking your team’s progress may be complicated when your team is remote, but it is not impossible. Beginning each day with project-oriented meetings ensures you are all on the same page professionally. Daily meetings allow your remote employees to manage their own time. They also allow you to give them your full attention once a day while avoiding micromanaging.

Encourage Communication

Regarding communication, work-related communication is only part of the equation. Employees need to know that you are not only invested in their work results but also in them as a person. Take moments to reach out to employees, especially ones you don’t usually speak to. Be empathetic, and never let your employees forget that you see them as people first. This should be a daily exercise in building communication and company culture.

Provide Time and Space for Building Connections

It’s also important to note that improving company culture means encouraging employees to build connections with each other. The best way to do that is to provide time and space for employees to build those connections. This may seem difficult with a hybrid or remote team, but many virtual opportunities are available to bring people together. Team members can come together for games, a virtual happy hour, or other online team-building activities.

Lead with Empathy

Psychological safety is a vital element to create for your team, especially for hybrid and remote teams. You can do this through all of the ways listed above and more. Create a shared purpose for your team members, ask for their perspectives on projects and new hires, and create opportunities for bonding. Then sit back and watch as their confidence and productivity soar.

Conclusion

Managing your remote or hybrid team doesn’t have to be complicated. Keep the strategies above in mind and you’ll be well on your way to effectively keeping your teams aligned and productive.

If you’re searching for a leader to lead your remote team, ABBTECH can help!