Direct Recruiters is proud to announce that they have made Inc Magazine's 2019 Best Workplaces list. Thousands of companies applied to this list, employees were surveyed, and 346 companies were awarded as organizations with the most satisfying environments for their teams. Direct Recruiters was also named a Best Workplace in 2017. View the complete list here.
Direct Recruiters, Inc. recruits and places food industry executives, food manufacturing employees, food and beverage sales managers, food production directors, food service professionals, C-Level food processing officers, regional and national food product advertising and marketing managers, food scientists, food quality coordinators, and food safety specialists for food companies in the United States and Canada. To speak with a food industry recruiter, call 440-207-9748 or click here.
On May 17, 2019, Hunt Scanlon shared an article regarding the integration of Direct Recruiters and former sister company, Direct Consulting Associates. Combining to employ over 60 recruiters, this integration will provide project-based professional staffing and consulting support to Direct Recruiters' client base.
Applicants come with a new set of priorities. They expect more than a paycheck and solid benefits. The shift in philosophy has forced companies to implement flexible working conditions.
However, adopting these changes can be difficult for Food & Beverage and manufacturing companies. The pressure has caused concern for many leaders. But to implement a successful work from home program, an organization needs be aware of the benefits and the obstacles they may encounter.
Know the obstacles
Before your organization begins to provide flexible working conditions, there are potential obstacles you should be aware of.
First, don’t assume every employee wants to work remotely. It may sound appealing to roll out of bed and shuffle to your computer in your slippers each morning. But you may discover this is not the general consensus among your staff. Many employees still enjoy the social interaction provided by a traditional office setting.
And don’t assume every employee is cut out for it. Some people thrive within traditional settings. Removing the stability of an office environment could be detrimental for some. Managers are often your best resource to know whether remote accommodations will work. Typically, they know their team better than upper management.
Technology will play an important role in establishing a successful work from home program. The last thing any company wants is for an employee to become an island. Implementing the appropriate technology to maintain communication will be important.
Aspects of company culture that came naturally before may become difficult to maintain. Consider how you will maintain comradery while your team is still under one roof.
Consider the benefits
It’s understandable to have reservations about a work from home program. But the cost savings alone can make it a no-brainer. Studies have shown than an employer can save $10,000 per employee each year by allowing employees to work remotely.
In addition to the cost savings, it gives you access to a larger talent pool. Facilitating employees working from home will allow you to attract employees who would be unwilling to relocate.
5 steps to implementing a work from home program
When your organization is ready to implement the program, there are five steps to consider.
1. Test it
There are plenty of companies to analyze to know whether your organization can accommodate remote working conditions. Analyzing similar companies who have tried it before may provide your answer. But no matter how well you plan, you’ll encounter unforeseen obstacles.
Before you dive in completely, identify a couple employees who would be willing to test it out. There initial feedback will allow you to prepare a full roll out.
2. Have a timeline
From the initial trial period to complete implementation there will be details you’ll need to work through. But you should develop a timeline. This will keep the plan on track and also answer the questions that will arise: “When can I work from home?”
3. Work out the details
Allowing your employees to work from home will require new protocols. You might discover it’s not as simple as providing a laptop and access to your company server.
Teams working in different parts of the country will have to rely on different applications to provide seamless communication. Maintaining clear communication between employees will be important.
As you work through the details, be sure to protect your company culture. It can suffer if regular events aren’t scheduled. There won’t be any more water cooler talk amongst a remote workforce. Foster communication through regular company outings or retreats. And if geography isn’t a limitation, consider Friday happy hour or midweek yoga sessions.
4. Determine times of availability
A simple method to maintaining communication is establishing availability. There should be an expectation among employees as to when they will be available.
As an organization you can choose whether those hours are the same for everyone and if the hours need to be static throughout the week. Depending upon the organization’s flexibility, you may decide to allow employees to choose their appropriate hours. But whether those are traditional hours or flexible, the rest of the organization should be aware.
5. Identify which jobs can work remotely
Unfortunately for some, not all jobs can be done remotely. Some positions are just more suitable for an office setting. Define what roles will be available for remote work to set the expectation.
There’s different factors to consider when implementing a work from home program. If your company decides to provide remote working conditions consider these five steps to ensure it works for both the company and the employees.