Advice for Employers and Recruiters

3 tips from Totara Learning on how employers can create an attractive remote environment

Ryan Wood AvatarRyan Wood
July 13, 2021

College Recruiter recently asked employers for their tips on creating an attractive remote work environment. Here are some from Lars Hyland, Chief Learning Officer of Totara Learning, a provider of enterprise learning, engagement and performance management technology:

Modern workers prioritize purpose and meaning in their work.

They want to work for (and consume products and services from) companies that stand for something. A primary requirement is a workplace culture that offers easy access to continued learning and development, with opportunities to build experience and expertise. A culture that emphasizes and builds on individual strengths and provides timely, constructive feedback from managers, peers and mentors. And they want the flexibility to work remotely and not be constrained to living close to an office.

If these expectations fail to be met, then loyalty will dissipate. It has never been easier to work remotely for any organization based anywhere in the world, and it has never been easier to find opportunities.

Conversely, it has never been harder to retain talent.

The Talent Experience Framework

As we’ve seen, investment in the workplace experience needs to be much more than frothy initiatives with limited shelf life.

By understanding what really motivates us when we are at work, we realize that there are three key areas that need aligned support:

  • Learning and development: In addition to mandatory compliance training, are employees getting better at their craft or learning the skills they need to develop and progress in their careers? Are they learning the skills that will benefit your organization in the future?
  • Enabling engagement and collaboration: Are employees able to collaborate and communicate with each other effectively? Can they find the hidden experts in the business that may already have solutions to problems they face? Can they learn what they need to, at the time of need, in the flow of work? Are you supporting employees at all levels of their career, from joining your organization to the senior management level?
  • Performance and mentorship: Is your performance management process personalized to the needs of the individual? Are you providing continuous and timely feedback? Do employees understand how their day-to-day roles contribute to their individual, team and ultimately the organization’s overall business goals? 

Taken together and when managed congruently, these three foundations unlock exceptional employee experience and organizational performance.

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