Motivating remote and hybrid workers has its own challenges, and is something that Moneypenny, a provider of call answering, live chat and bespoke customer communication services, has acknowledged in its motivation strategies.
The organisation employs over 1,000 people in the UK and the US, where it offers hybrid working. It also has some remote teams working in the US. A key motivation initiative is ensuring effective connection for those who are not always present in the office.
Fiona Armstrong, chief people officer at Moneypenny, says: “When there are on-site or in-person events, we ensure that everyone is included. This means recording events and activities, and keeping a hub of information available online and accessible to all our remote teams to access at any time. We organise localised events and ensure that key people are present, but it is important to always ask and not assume that we know whether they would like to come along or get involved or not.”
With costs also likely to continue to be high in 2024, employers will need to continue to look at ways to support their people accordingly. Another important element of Moneypenny’s employee motivation strategy is empowering people to be their best selves and providing them with the tools to excel.
“This means spending time on career demands: upskilling, training, career mapping and progression, with emphasis on succession planning so that teams have clear paths and opportunities,” says Armstrong. “To do this, we need to get the balance right between listening and delivering on what we hear. This means listening to the data; for example, the results of our engagement surveys to get a baseline of activities and priorities across the year, but also listening to all the honest feedback from our people and acting on it.”
