We're pleased to announce several exciting new changes to the PeopleGoal platform. This is the first major update since the release of PeopleGoal 2.0 and takes into account the valuable feedback we've heard from you over the last few months.

## User Interface & User experience

We've made numerous updates to the User Interface. The most prominent changes include the following items: 

- **Search**: The Search functionality on the old dashboard was powerful, but overlooked. We've moved the Search bar to a global position on a new main Navigation bar. This makes Search available throughout the application.
- **Main Navigation**: We've moved the Notifications, Product News, and User menu from the bottom left of the UI to the top right. This is more consistent with other web applications and provides more visibility of notifications.
- **Sidebar**: We've expanded the Sidebar menu items to include names as well as icons. The previous layout caused confusion where users could not remember their Workspace/App Icon representation.
- **Dashboard**: We've simplified the dashboard. The new layout contains a tab system for key areas: Action List (previously Inbox), You, Your Colleagues (more on this below), Company News, Timeline and Activity.
- **Mass-select in item view:** We've added the ability to mass-select items and perform actions upon them: Move the state, change the status, Delete (delete all) and even Archive items.
- **New theme**: We've removed the dark theme of the sidebar to lighten the look and feel of the application.
- **Help**: Throughout the application we've added built-in 'How does this work?' buttons that provide an initial explanation for that area's functionality. Further links are provided to our Support Center.

![july 1](//images.contentful.com/6g4s9n00xmsl/56YWBa3So76aDgPxmhWwLY/9f3412fe2191dbb25e775920ee77922e/july_1.png)

There are also a number of smaller changes such as scrolling overflow fix on new item dialogs, an items tab on user profiles, performance improvements and other visual tweaks.

## You, Your Colleagues, All Items

Each App on PeopleGoal can now have one 'participant' as an 'item owner'. This allows us to give a simple representation to users: You (the items you own), Your Colleagues (the items your colleagues / direct reports own) and All Items (all items that you have permission to view). This concept is now present in all apps within the account, as well as on the Dashboard. For users and managers this should give a far clearer picture of what you own vs. what your colleagues own. 

![july 2](//images.contentful.com/6g4s9n00xmsl/MwVZMCySkAtcLAzHYYnaI/c64549acd95d16e723e1aea247b291ed/july_2.png)

This update relates to the single biggest piece of feedback we've had since the launch of PeopleGoal 2.0: the view of your items was confusing, as it showed all the items you're **involved** with, rather than the items that you own. There were technical reasons behind the original logic, but we agree it was confusing to the user.

## Organization View

Previously the view called 'Relationships' was available for Account Owners only in the Account Settings menu. We received a great deal of feedback around this being useful for employees too. We've taken the opportunity to rename this view 'Organization' as it better represents lines of reporting in your organization. In addition, we've moved this view into the main sidebar and made it accessible to all users.

![july 3](//images.contentful.com/6g4s9n00xmsl/6w7bWftkqDhfUWX8aUJlqj/a2d0e50b353d7918bdbe41590cd1d9e0/july_3.png)

Non-account owners now have a view-only picture of their reporting lines. Users can display and expand their reporting lines to build a full picture of the organization. Account owners can use the same interface to add new relationships, edit existing relationships and build new user relationships to reflect the organizational structure.

## What action do I need to take?

For Account Owners there's lots of new functionality to explore but no immediate action or changes you need to make. The structure of your apps, workspaces, posts and schedules remains the same, only now it's easier to navigate. For all users, the changes are live so just sign in to your account to check out these improvements.

### Resources:

We have a quickstart guide for all users to help navigate the platform. This guide reflects the changes and updates we've made, so even if you've used it before it's useful to take another look - you may find helpful tips you didn't know about:

- [https://www.peoplegoal.com/support/article/quick-start-guide-for-employees](https://www.peoplegoal.com/support/article/quick-start-guide-for-employees)

And for Account Owners our Support Center has comprehensive documentation for every area of your PeopleGoal account:

- [https://www.peoplegoal.com/support](https://www.peoplegoal.com/support)

Thank you for your continued support and extremely valuable feedback. You're helping to shape the product as we continue along this journey to providing HR, Your Way.

We're pleased announce several exciting new changes to the PeopleGoal platform. This is the first major update since the release of PeopleGoal 2.0.

July Product Updates

How HR Supports First Time Managers

We're pleased announce several exciting new changes to the PeopleGoal platform. This is the first major update since the release of PeopleGoal 2.0 and takes into account the valuable feedback we've heard from you over the last few months.

## Introducing PeopleHeRoes by PeopleGoal

At [PeopleGoal](https://www.peoplegoal.com/) we talk to HR professionals every day and discuss their unique experiences and challenges that make them __“PeopleHeRoes”__ in our eyes. However, our conversations happen behind closed doors and we thought it would be a great idea to bring all the fascinating experiences and knowledge-sharing to one of you have in one place.

The PeopleHeRoes community was built to help HR and People Professionals across the world who deal with known and unknown grounds to share their experiences, practices and tactics around key HR topics and help each other adapt better to the new world of work that is fuelled by myriad challenges. Especially since the shift to [remote working](https://www.peoplegoal.com/guides/remote-work), People teams need to come together to help and support each other to create the most productive environments for their newly dispersed teams. We highly encourage creativity, participation and involvement that drives HR evolvement for all of our members!

👉 ___[Click here to join!](https://www.peoplegoal-v2.com/wf/yhXY4r/585f055d-1d8d-4fcf-a980-107e83b708ea)___ 👈

---

## What you’ll find in PeopleHeRoes

- __Like-minded professionals__: a carefully curated community of HR and People Ops professionals
- __Resources__: all the information you need to support your teams
- __Best practices & tactics__: learn from your peers' experiences

![peopleheroes HR slack community what you find here](//images.ctfassets.net/6g4s9n00xmsl/7p1G8K1Fx7FdmDtgmguuW6/a4c3f331e12d81bcbf89d7d6dd3bd4bb/peopleheroes_HR_slack_community_what_you_find_here.png)

---

## Our Community Channels

We have a range of channels that you can join. You will be added into some automatically when you first join. If you have an idea for a new channel, reach out to one of the account admins.

![Peopleheroes HR slack community channels ](//images.ctfassets.net/6g4s9n00xmsl/3yJPB8KseR1MKNcnrZv4Mj/c7211f3bce447806fd13fcd3ebb1d206/peopleheroes_HR_slack_community_channels_3.png)

- __HR-watercooler__: A channel for introductions and everyday PeopleHeRoes' experiences
- __Deepdives__: A weekly deep dive on a specific HR topic
- __Development__: A channel for sharing how your organization promotes continuous learning and career growth
- __Engagement__: What triggers employee engagement? Share your experiences and best tactics
- __Help__: PeopleHeRoes' 911 line here! Ask for help around various HR topics and get ahead of any issues
- __HR-tech__: Discuss how HR technology drives success in your company
- __Onboarding__: Share your onboarding tactics and challenges for virtual and in office employees
- __Performance__: Discussion of latest trends, best practices and challenges in performance management
- __Talent-acquisition__: Attracting top talent is a tough job - your invaluable practices belong here

---

## Before you start...

__1. Fill out your Slack profile__: include where you work and what you do

__2. Add a profile picture__: we are building a real community, a picture is a must

__3. Introduce yourself on HR-watercooler__: so we can say hello

__4. Set up your Slack notifications__: so you never miss a conversation

---

## FAQs

### What is PeopleHeRoes?

PeopleHeRoes is a private [Slack](https://www.peoplegoal.com/blog/slack-for-team-communication-and-collaboration) community for People Ops professionals powered by the team at PeopleGoal. It is a safe space where HR professionals can discuss HR challenges, ask questions, share ideas and best practices with others. The aim is to build a lively community of like-minded professionals who are willing to share their People strategy experience, knowledge and tactics with others. All members of the PeopleHeRoes community are expected to adhere to the [Community Guidelines](https://docs.google.com/document/d/1RsOqYzAotT-wBBRPW4012eDvqTwnb26PSSRCakDzkm8/view).

### Why is it called PeopleHeRoes?

People teams have an enormous responsibility when it comes to building, aligning, and enabling high-performing teams. This makes them HR Heroes in our eyes! This idea led to the creation of PeopleHeRoes, a community of HR professionals who can support each other to share their knowledge and experience to help build stronger teams.

### How do I join PeopleHeRoes?

We would love to have you join our community! Simply fill in [this short form](https://www.peoplegoal-v2.com/wf/yhXY4r), and leave your name & email. Your application will be reviewed by one of our admins and you will receive an invitation via email. 

### How long will it take for my request to get approved?

The community admins will review new joiner requests once per week.

### How to add PeopleHeRoes to your Slack Workspace?

Click on the “**+**” button in the left hand side of your Slack desktop workspace. Then, enter "peopleheroes" as the workspace name. Enter the email address you used when you submitted your PeopleHeRoes application and your password. PeopleHeRoes will now be added to your Slack workspace!

### Who moderates the group?

The PeopleHeRoes community is currently moderated by the PeopleGoal team, however please contact us if you would like to be a moderator. This community is not for technical support requests relating to the PeopleGoal platform. Please contact support@peoplegoal.com if you are a PeopleGoal customer looking for help.

---

## Community Guidelines

- __Respect Others__: Always be kind, supportive and helpful to your fellow community members. Treat others with respect, and help keep the community as accessible and inclusive as possible.

- __No Sales Outreach__: PeopleHeRoes is a space where like minded professionals can share their experience and advice. Do not contact community members to advertise a product without their express permission. Do not pitch your product on the shared channels.

- __Participate__: You get out what you put in. Be sure to ask and respond to questions from your fellow community members, engage in discussion and keep conversations in the right channel.

- __Community First__: What happens in the community stays in the community - it is a safe space. Don't post community discussions to the outside world.

👉 ___[Read the full community guidelines](https://docs.google.com/document/d/1RsOqYzAotT-wBBRPW4012eDvqTwnb26PSSRCakDzkm8/view)___ 👈

[![peopleheroes HR slack community guidelines](//images.ctfassets.net/6g4s9n00xmsl/4gVW0rZMOOQL5ZnuPhDvjG/322eadb353d1aae69c003a4e4428f9e2/peopleheroes_HR_slack_community_guidelines.png)](https://docs.google.com/document/d/1RsOqYzAotT-wBBRPW4012eDvqTwnb26PSSRCakDzkm8/view)

---

✏️ Join the PeopleHeRoes community by filling in this [short form](https://www.peoplegoal-v2.com/wf/yhXY4r). 


PeopleHeRoes is PeopleGoal's new Slack community for HR and People Ops professionals. Connect with like-minded professionals, share advice and resources.

Join PeopleHeRoes, PeopleGoal's private Slack community for HR & People Operations professionals to share knowledge, experience, tactics and best practices.

PeopleHeRoes - HR Slack Community by PeopleGoal

PeopleHeRoes Slack Community for HR Professionals

Join PeopleHeRoes, our new Slack community for HR and People Ops professionals!

## PeopleHeRoes: Join Our Slack Community!

We're excited to announce our new Slack Community for HR and People Operations professionals: __PeopleHeRoes__. It is a safe space where you can connect with other HR and People Ops experts, discuss challenges & best practices, ask questions and join relevant conversations that will help advance your business and career. In this article, we explain the initiative's core philosophy, explore some of the Slack channels and tell you how to [join our community](https://www.peoplegoal-v2.com/wf/yhXY4r/585f055d-1d8d-4fcf-a980-107e83b708ea). We also answer some frequently asked questions and explain our community guidelines.


PeopleHeRoes: New Slack Community for HR Professionals


When working in any team, __the maintenance of a positive work environment is the key to success__. There are a variety of ways that one might set out to reinforce good relations between team members. A stand-out example, that we will be discussing in this post, is the use of [employee recognition](https://www.peoplegoal.com/blog/employee-recognition-examples-from-peoplegoal).

The power of employee recognition programs is seen in their capacity to __bring colleagues closer and establish a collective understanding__ of what defines a top performance. With a designated space or tool to share such recognition, amongst other benefits, [the productivity of employees has been seen to significantly improve](https://www.business2community.com/human-resources/how-employee-recognition-systems-improve-productivity-02304926).

Oftentimes, it is simply through these small signs of [appreciation](https://www.peoplegoal.com/blog/how-to-create-employee-appreciation-culture-in-your-organization) that employees develop a stronger commitment and positive response to their work. Given that the act of recognition can be so effective, [PeopleGoal has created a process](https://www.peoplegoal.com/blog/how-hr-software-creates-positive-employee-experience) that simplifies and streamlines the process of giving recognition.

## Why Recognition is Important

Imagine a world without recognition. Any effort that you ever put into something was simply a means to an end. No one would show appreciation for grand gestures, nor small. [The human bonding experience](https://www.peoplegoal.com/blog/positive-psychology-for-coaching) of achieving something together would be an empty accomplishment. Nothing would mean anything and we would live in an emotionless void. Without recognition, there is a significant [lack of motivation](https://www.peoplegoal.com/blog/how-to-spot-a-lack-of-motivation-in-the-workplace).

Now snap back into reality and consider [how a company rewards its employees for their efforts](https://www.peoplegoal.com/blog/work-ethic-definition). Salaries are earned, bonuses are rewarded but amongst all of it, there is the emotional communication of a job well done. For any team to function well, there must be __a strong current of recognition and appreciation__ for any actions. Even simply a nod of approval will encourage an individual to continue doing good work. [Recognition provides guidance](https://www.peoplegoal.com/blog/examples-of-informal-communications), it will show employees how and why top performers are so regularly celebrated and it demonstrates to them how they can fulfill expectations. Recognized employees will best understand their responsibilities and how to achieve them.

## Giving Recognition with PeopleGoal

In tandem with our latest development to make the [new item creation and submission flow more accessible](https://www.peoplegoal.com/blog/feature-release-new-item-creation-flow), PeopleGoal has been able to create a new recognition app that is easy to use, whilst also facilitating powerful results.

The update to the item creation function essentially enables any employee to preview the item or form prior to creating it. This is significant for recognition as it will allow an employee to look through the type of response or recognition they would like to give before the recipient is notified of their inclusion within the item. On top of this, having the option to preview an item will also encourage the user to more regularly explore the [types of recognition that they can give](https://www.peoplegoal.com/blog/driving-employee-engagement-using-recognition-badges).

![Recognition](//images.contentful.com/6g4s9n00xmsl/1l065zwYeLcLo8Bajm0bR0/ee0733d766f894f0d87285e281065eed/Recognition.png)

## Recognition in the Workplace

The image above provides a representation of how the preview function works. When an employee creates a new item to give their recognition, they are able to select the recipient as well as [the message they would like to share with them](https://www.peoplegoal.com/blog/positive-feedback-for-colleagues-examples-and-tips). Through using this new function, __an employee can give recognition in a matter of minutes__.

With such an accessible system for giving recognition, this process will promote much stronger feelings of sentiment among team members. [Collaboration](https://www.peoplegoal.com/blog/remote-employee-onboarding-tips) on tasks or great displays of teamwork can be recorded and celebrated through this tool for recognition. On a company-wide scale, the distribution of recognition will bring a positive working environment that will also facilitate a considerably more productive workforce. Praise for doing good work encourages more of the same.

As we see in this next image - the employee who has received recognition or praise will then be able to see who sent the recognition and some details as to why they sent it. Peer to peer recognition is a healthy and positive way to [promote a supportive company culture](https://www.peoplegoal.com/blog/employee-engagement-company-values). There is even a competitive advantage for companies that adopt this approach to employee recognition as it generates an internal source of inspiration to better perform.

In a team where employees work for each other, there will be [better teamwork](https://www.peoplegoal.com/blog/10-ways-to-create-a-culture-of-teamwork-while-working-remotely). Top performers will be highlighted and can in fact be useful for demonstrating to other employees how to get things done. Employee engagement will increase and a persistent channel of recognition will reinforce company culture.

![Recognition app full view](//images.contentful.com/6g4s9n00xmsl/3uO6NvBrjTctr5OPQZNJXb/bf30c7ad1fba8420c7be31c9f90e0f21/Recognition_app_full_view.png)

## The Benefits of Recognition for Remote Work

In any team, sharing recognition or praise for an individuals efforts are great for building team morale and employee engagement. Of course, when working from a [remote setting](https://www.peoplegoal.com/guides/remote-work) - these opportunities for recognizing employees become harder to come by. Without the frequent informal social interactions that are exhibited in the office, there are significantly fewer opportunities to share compliments.

For this reason, a recognition tool can be an extremely effective way to [encourage a positive work environment](https://www.peoplegoal.com/blog/ideas-for-employee-recognition). Team members may not see each other face-to-face regularly and yet they will still be able to demonstrate their appreciation through such recognition tools. There numerous benefits to adopting a culture of giving recognition, below we have compiled a list of just some of these benefits:

- More Productive Workforce
- Better Employee Motivation
- Higher Profitability
- Establish a Positive Work Environment
- Stronger Talent Retention
- Better Employee Collaboration

Recognition is just one part of [positive feedback](https://www.peoplegoal.com/guides/360-feedback-the-essential-guide), and should be part of a larger, structural initiative to positively encourage employees. The importance of praising handwork and success of our team members will generate an environment where everyone wants to and can be their best selves.

The power of employee recognition programs is seen in a capacity to bring colleagues closer & establish a collective understanding in defining top performance.

The power of employee recognition is seen in its capacity to bring colleagues closer and establish a collective understanding of what defines a top performance.

Show your employee appreciation through employee recognition

pg business 66

## The Benefits of Recognition for Remote Work

- More Productive Workforce
- Better Employee Motivation
- Higher Profitability
- Establish a Positive Work Environment
- Stronger Talent Retention
- Better Employee Collaboration

Show your Employee Appreciation through Employee Recognition

![item creation 16-9](//images.ctfassets.net/6g4s9n00xmsl/1Mv4cevQiL6brUuhQGQ04Y/6dc7165b50341142e253b16bbc8ae8ad/item_creation_16-9.png)

Secondly, we've made a small change to how items are handled upon submission. Previously, users were taken back to the app home screen after item submission. For apps with multiple states and the same participant, this was confusing as the user would have to re-open the item to continue working on it in the next state. This is now improved with the item submission redirecting users to the same item in the new state immediately after submission.

This month we've updated how new items and created and submitted. These changes should improve the user experience when handling items.

New item creation & submission flow

Employee Development Create development opportunities that Work

Improvements to the way items are created and handled

Even before the pandemic transformed the way we work, an increasing number of companies brought in policies to allow employees to work from home. Thanks to technology like Zoom, [Slack](https://www.peoplegoal.com/blog/slack-for-team-communication-and-collaboration), Google Hangouts, it is no longer essential to work in an office 5 days a week to be a productive team member. In fact, recent studies have shown that many types of work can be done just as well, if not better, from home.

## Why remote working is appealing?

[Remote working](https://www.peoplegoal.com/blog/remote-workers-support) is appealing to both employees and employers. Whilst employees are granted greater flexibility and work-life balance, companies with work-from-anywhere policies find that employee productivity and [retention](https://www.peoplegoal.com/blog/employee-retention) increase, and operational costs are reduced. 

HR and People Ops teams have a vital role to play when it comes to ensuring [positive employee experience](https://www.peoplegoal.com/blog/how-hr-software-creates-positive-employee-experience) in a home-based role. [Telecommuting](https://www.peoplegoal.com/blog/telecommuting-best-practices) is a trend that is here to stay, so what do you need to know to support remote teams to do their best work? Read on to find out.

👉 ___Download a PDF copy of our [Remote Work Guide](https://www.peoplegoal.com/guides/remote-work)___ 👈

---

## Benefits of Remote Working

![work from home benefits](//images.ctfassets.net/6g4s9n00xmsl/36UfKJt1gdBzyVK0Il0oVq/faa77589a7c4b2f7fa43db13fa256c1a/work_from_home_benefits.png)

Here are our top 10 [work from home benefits](https://www.peoplegoal.com/blog/work-from-home-benefits):

1. No commute for employees
2. Reduced stress
3. Better work-life balance
4. Save money
5. More time to focus
6. Increased productivity 
7. Better communication skills
8. Independent working
9. Access to more working opportunities
10. Fewer work absences

[Global Workplace Analytics](https://globalworkplaceanalytics.com/resources/costs-benefits) have found that:

> Remote workers are as much as 40% more productive when they're working from home

---

## Create a Work from Home Policy

The first thing to do when allowing employees to work remotely is put together a [work from home policy](https://www.peoplegoal.com/blog/coranavirus-work-from-home-policy). This will ensure there is clear communication between the company and employees. For example, there are certain jobs where working from home is not possible. Therefore, your policy will need to specify who is able to work from home. 

You will also need to consider the needs of staff who work from home. They will usually need __access to a laptop or computer__, __a good internet connection__ and __a suitable working environment__. If you allow employees to use their personal devices, you need to have a policy in place to keep important data safe and private.

We have created a sample work from home policy for you to use. It covers telecommuting arrangements for employees. We advise you to customize it to your organization's needs.

[![work from home policy sample](//images.ctfassets.net/6g4s9n00xmsl/5iWNfRDBXNfGltffl2mJ1L/6927227cf81726111340bcdfdef81498/work_from_home_policy_sample.png)](https://docs.google.com/document/d/1Tduu1khactMRYm80zwA8j-hlbAIAnGIrMEwir9JIdlQ/view)

---

## Build a Work from Home Company Culture

Once you have communicated your organization's work from home policy, the next step is to create a [work from home company culture](https://www.peoplegoal.com/blog/create-a-winning-work-from-home-company-culture). Simply put, culture is the working environment at your company. It's how employees relate to one another and the long-term values and intentions of your business. 

![work from home company culture](//images.ctfassets.net/6g4s9n00xmsl/4w5Cbg52aZqKlXh9h8g84M/509c2404db04fd957a5e7fcd162430f1/work_from_home_company_culture.png)

Whilst your organization might already permit remote work in some circumstances, it's better to foster a culture where employees feel they are able to work from home __whenever they need to__. These are the four key pillars of a strong WFH company culture:

- __Inclusivity__: Flexible working values the quality of work over hours worked. This helps create a more equitable work environment, especially those with children, caring responsibilities, disabilities, mental illness etc.

- __Trust__: '[Management by walking around](https://www.peoplegoal.com/blog/management-by-walking-around-a-business-management-technique)' isn't going to work, so managers need to trust their employees to carry out their job duties. Companies with a strong culture of trust find that their employees are less stressed and more productive.

- __Communication__: Ensure teams have access to virtual communication channels and provide the appropriate training. As much as possible, try to simulate face-to-face interaction with [virtual 1:1s](https://www.peoplegoal.com/blog/manager-one-on-one-meeting) and encourage employees to switch video on. Use [pulse surveys](https://www.peoplegoal.com/glossary/employee-pulse-survey), wellbeing and mood surveys to check-in with employee sentiment and pinpoint any problem areas.

- __Recognition & Feedback__: Continue to recognize excellent work across remote teams. Establish regular feedback through informal check-ins. This will help create an open and responsive environment and a growth mindset.

---

## Best Work from Home Jobs

Since the covid-19 pandemic, having the option to work from home has become a "must-have" rather than "nice to have" for employees. Job sites have seen a huge increase in the amount of searches for work from home opportunities. Coupled with improved technology and the need to cut costs, companies of all sizes and industries have decided to create more work from home opportunities. 

There are a growing number of types of jobs that allow remote working, from customer service and customer support, to call centers. They can be full time or part time, entry level or senior - and both small businesses and large companies accept people working remotely.

Here are the top 10 industries for remote working:

1. Information Technology
2. Marketing
3. Business Administration and Management
4. Mobile App Development
5. Shopping
6. Education and Training
7. Arts
8. Human Services
9. Correction and Security
10. Accounting and Finance

---

## 5 Tips to Support Teams to Work from Home Effectively

It is important to [effectively manage your remote workforce](https://www.peoplegoal.com/blog/work-from-home) to make it work for both your business and employees. Providing the __correct support__ ensures that teams are happy and as productive as possible when working from home.

![how to support teams to work from home effectively](//images.ctfassets.net/6g4s9n00xmsl/U05wXIsVRLdyDgBIFNfS7/f3f8e86d6a450c356505ae20cb299936/how_to_support_teams_to_work_effectively_form_home.png)

### 1. Book-end the day

Set up a daily check-in at 09:00 and again at 16:30 for all remote employees. Use the morning meeting to discuss the agenda for the day and outline expectations for deliverables. Use the end of day meeting to check over what's been accomplished by the team. This gives everyone a chance to catch up on their tasks, discuss any roadblocks and ask for help. These meetings can be short, around 10 minutes, but try to give everyone a chance to talk.

### 2. Turn camera on

Using video software like __Zoom__, __Microsoft Teams__ or __Google Hangouts__ is a great way for remote teams to collaborate. Having people show up on camera is a good way to engage employees and makes them feel part of the team.

### 3. Compulsory office days

Even fully remote teams need to get together at some point. People thrive on physical interaction, and that just can't be replicated in a virtual environment. Set aside one day every once in a while to get the team together. This could be in the office, or an offsite social occasion. 

### 4. Pair working

Another good tactic for employees who work from home is pair working. This is where two employees buddy up and review each other's work and provide informal, verbal feedback. This promotes team collaboration, communication and teamwork, helping to restore the lost channels of communication. You can switch the pairs around periodically to see even more benefits.

### 5. Set clear tasks for your team

Planning ahead for the week is always helpful, but it is __essential__ in the remote environment. It helps everyone understand what is expected from them. You don't have to stick rigidly to this plan as other urgent tasks might come up during the week, but it is a good place to start.

---

## How to Build Great Employee Relations in the Remote Workplace

Establishing [positive employee relations in the remote workplace](https://www.peoplegoal.com/blog/employee-relations-in-the-remote-workplace) is essential to WHF success. [Employee relations](https://www.peoplegoal.com/blog/employee-relations) are the way managers maintain great relationships with their employees. This affects every aspect of work - from daily communication between employees to how grievances are handled.

Managers and employees face a new set of challenges due to the overnight shift to remote working. Zero in-person contact and lack of clear communication can cause staff to lose direction and purpose. Businesses need to take time to encourage strong relationships in the remote workplace to create responsive and fulfilled teams.

![how to build great employee relations work from home](//images.ctfassets.net/6g4s9n00xmsl/3Pen83B4MwODxqsakYJHXw/cf766604bcd23c62725eca77146abcc1/how_to_build_great_employee_relations_work_from_home.png)

### Set clear expectations

Clearly communicating expectations is the key to great employee relations. Encourage managers to take initiative and regularly communicate tasks to their teams. Employees should know what is expected of them each quarter, month, week and day. Structure makes a huge difference when it comes to bridging the gap between office and home working.

### Active listening

All managers should brush up on their [communication skills](https://www.peoplegoal.com/blog/examples-of-informal-communications). Provide clear training on how to communicate with direct reports, ask lots of questions and be curious about their responses. This is known as [active listening](https://www.entrepreneur.com/article/354104), and is a great way to ensure employees feel heard.

### Prioritize feedback

Even while working from home, employees want more feedback. Even though some employees might not perform to the best of their ability, they should still be given regular feedback on their performance and help on how to improve. Formal performance reviews might not be as welcome, so instead use the principles of [continuous feedback](https://www.peoplegoal.com/resources/webcasts/feedback-culture). Be clear you are looking to develop employees' leadership skills - this will improve engagement and build trust.

### Use positive reinforcement

Employee relations fray if they feel that their hard work is not recognized. All staff need positive reinforcement. Set actionable targets (like [SMART goals](https://www.peoplegoal.com/blog/examples-of-smart-goals-for-employees)) regularly, and celebrate the wins. Recognize achievements with verbal praise, with a handwritten note, a shout out on social media or a gift card. A positive outlook motivates employees.

### Practice empathy

Empathy makes workplaces more inclusive, supportive and a better place to work. If an empathetic mindset is adopted, employee relations will improve. SHRM recommends instating [mentoring processes](https://www.shrm.org/resourcesandtools/hr-topics/employee-relations/pages/why-empathetic-hr-leaders-are-more-effective.aspx#:~:text=Empathy%20is%20a%20critical%20HR,collaboration%2C%20and%20facilitate%20conflict%20management.) to better understand staff. Open up communication channels and take time to listen to your employees.

### Be inclusive

Inclusive workplaces are happy workplaces - and have a low employee turnover. Ensure all staff have a voice and are able to express their views, regardless of who they are. Try diving large teams into subgroups to allow everyone to weigh in on a project. Consider instating listening circles to discuss the experience of minority groups in your workplace. Encouraging employees to share their views will help improve employee relations.

---

## How to Manage Remote Teams

It is a well-known saying, people leave managers not companies. 

According to [Gallup](https://www.gallup.com/workplace/232955/no-employee-benefit-no-one-talking.aspx):

> Mangers make up 70% of the variance in employee engagement score

Managers need to [adapt their management style when leading remote teams](https://www.peoplegoal.com/blog/how-to-adapt-your-management-style-for-motivated-remote-teams) to make sure their employees have a positive experience. Here are some different management styles you can use to [manage remote teams](https://www.peoplegoal.com/blog/telecommuting-and-managing-telecommuters):

![work from home management styles](//images.ctfassets.net/6g4s9n00xmsl/5cYujNJDljOR9a2P0IXZsT/6fe7c1b21a2f8cce672fa60a4b428cc8/work_from_home_management_styles.png)

- __Authoritative__: Inspire teams with shared goals that align with the organization's strategic direction. This management style provides a clear direction of travel, which helps create a culture of stability amidst uncertainty.

- __Collaborative__: Decisions are made by the majority, including employees. Have a virtual [open-door policy](https://www.peoplegoal.com/blog/what-is-an-open-door-policy) and ensure decision-making is transparent, giving teams the opportunity to give feedback or make suggestions.

- __Affiliative__: Prioritize creating a positive outlook for teams. Create a safe environment where employees can perform to the best of their ability, without pressure from their line manager. Be flexible, and show trust in your employees' ability.

- __Laissez-faire__: Encourage employees to take full responsibility for their work. Having the freedom to work independently without interruption from management could cultivate creativity and innovation.

---

## Feedback Tips for the Remote Workplace

Once you have got into the flow of remote work, you need to start looking at long term strategies to engage remote employees. The best way to do this is through regular [feedback](https://www.peoplegoal.com/blog/feedback-remote-work).

According to Slack's [Future Forum Research](https://slack.com/intl/en-gb/blog/collaboration/workplace-transformation-in-the-wake-of-covid-19):

> Just 12% of employees want to return permanently to the office

![work from home feedback](//images.ctfassets.net/6g4s9n00xmsl/WtNwUyPcxYGR7h70lsJ0M/d56544aa0f17e6d5df0c8012d56931da/work_from_home_feedback.png)

### Encourage ongoing feedback

Annual performance reviews are no longer the main source of feedback. Performance evaluation in this way is less precise and actionable than regular, informal feedback. Especially for dispersed teams, it is really important to give positive and [constructive feedback](https://www.peoplegoal.com/blog/6-principles-of-constructive-feedback) regularly. You should also provide structured touch points where employees and managers can sit down to discuss performance - [weekly or monthly check-ins](https://www.peoplegoal.com/resources/webcasts/check-ins-done-right) is a good way to do this. 

### Provide feedback training

Giving feedback is tricky at the best of times, and this can be exacerbated by the lack of face-to-face communication. Provide feedback training to managers so they can learn how to give useful and [constructive feedback](https://www.peoplegoal.com/blog/constructive-feedback) to their employees.

### Be timely

Ongoing feedback requires managers to identify and address issues as they arise. Consider using [software to schedule and record regular check-ins and 1:1s](https://www.peoplegoal.com/product/performance-management-software). You cannot compromise on communication during remote work.

### Ensure feedback is actionable and specific

Ensure goals are realistic, and break them down into smaller steps. Create an [employee development](https://www.peoplegoal.com/resources/webcasts/employee-development) [plan](https://www.peoplegoal.com/blog/4-steps-to-design-an-employee-development-plan-that-works) to encourage growth and learning.

👉 [Click here for a guide to writing an effective development plan](https://www.peoplegoal.com/blog/effective-employee-development-plans)

### Create a feedback loop

Great leaders are open to criticism. It is important to gather feedback from employees. The best way to do this is ask during 1:1 meetings. Another great way is to send out weekly pulse surveys using an online tool, as many employees prefer to give feedback anonymously.

---

## Remote Performance Management

Whilst employees are at home, you should still assess performance - however you need to think outside the box in order to not overwhelm your teams. As previously mentioned, __feedback should be continuous__. We suggest incorporating regular goal-setting, frequent check-ins & 1:1s, peer feedback and reviews to create an environment where teams can perform to their maximum potential.

### Remote Goal-setting

Setting clear goals will unify and motivate dispersed individuals, teams and organizations. They provide a clear metric for success, encourage alignment and provide ample opportunity to receive feedback. Watch our webcast below for more on this topic, and learn [how to migrate goal setting to the remote environment](https://www.peoplegoal.com/resources/webcasts/migrate-goal-setting-to-the-remote-environment).

<iframe width="375" height="212" src="https://www.youtube.com/embed/HmsKjZEgWDg" title="YouTube video player" frameborder="0" allow="accelerometer; autoplay; clipboard-write; encrypted-media; gyroscope; picture-in-picture" allowfullscreen></iframe>

### Objectives and Key Results for Remote Teams

Objectives and Key Results - otherwise known as OKRs - is a process of management by objectives used by many disruptive tech companies. [OKRs can help set remote teams up for success](https://www.peoplegoal.com/blog/objectives-and-key-results-set-remote-teams-up-for-success), as they increase alignment, engagement and motivation. They are also a great way to track progress and encourage employee growth.

---

## The Bottom Line

Navigating the post-pandemic world and managing a hybrid workforce come with their unique challenges. HR teams around the world have had to sit in the driver's seat and steer their teams towards success. However, equipped with these tips, you are on your way to ensuring a positive work from home experience for all employees.

---

## Next steps

Liked what you just read? Download our eBook: [Remote work: How People Operations can adjust to the new ways of working](https://www.peoplegoal.com/resources/whitepapers/remote-work-guide-hr)


Find out the top work from home initiatives People and HR leaders need to do to support their remote teams.

Everything HR & People leaders need to do to help remote teams work from home - including company policy, culture, support and feedback.

The Ultimate Work From Home Guide for HR and People Ops

ultimate work from home guide for hr and people ops header

Work from home is the new normal, but how can you effectively support remote teams to do their best work? 

## Key takeaways

- Employees like to have the option to work from home as they enjoy the increased flexibility and better work-life balance, while employers note improved productivity, higher retention and lower costs.
- Create a clear work from home policy which clearly outlines telecommuting arrangements.
- Foster a company culture of inclusivity, trust, communication and feedback that allows employees to work from home when they need to.
- Provide the appropriate support for remote teams so that they can work effectively from home.
- Establish positive employee relations by setting clear expectations, active listening, prioritizing feedback, using positive reinforcement and practicing empathy.
- Implement continuous feedback to engage remote employees.
- Continue to use robust goal methodologies to manage remote employee performance.

In order to complete any hiring process, new joiners must be onboarded. Approaches to onboarding vary across companies but at its core - the [onboarding process](https://www.peoplegoal.com/blog/effective-employee-onboarding) will prepare an individual to become a fully-fledged employee within an organization.

A study by [Glassdoor](https://b2b-assets.glassdoor.com/the-true-cost-of-a-bad-hire.pdf) found that an effective onboarding process improved retention rates by 82% whilst [productivity](https://www.peoplegoal.com/blog/okrs-for-better-strategy-alignment) of new hires was found to be 70% higher. It has been deduced that the strongest way to onboard employees is through following the 30 60 90 Day Plan. A [strong onboarding process](https://www.peoplegoal.com/blog/onboarding-for-new-hires-how-to-make-it-a-success-story) that uses this structure will certainly facilitate new employees to better grasp what is required of them in terms of their roles and responsibilities.

## What is the 30 60 90 Day Onboarding Process?

### Overview of the 90 Day Plan

#### Day 1

On your [new hire's](https://www.peoplegoal.com/blog/new-hire-survey-templates) first day, you want to give them the best opportunity to settle in easily with their new colleagues and work settings. Depending on whether they are working remotely or not, prepare a clear itinerary for them to follow on the day.

Introductions to new peers and guidance on how to find their way around the office are important. Using the plan you have prepared, the hiring manager can ensure that the [new joiner](https://www.peoplegoal.com/blog/how-to-write-a-new-hire-checklist) has successfully completed all of the necessary activities on their first day with the company.

![Day 1 Onboarding Checklist Preview](//images.ctfassets.net/6g4s9n00xmsl/AaazBnZJp3w4TaAr3AT3J/b1aeddc5bce944540d59cd400cc6c0c0/Day_1_Onboarding_Checklist_Preview.png)

#### Week 1

By the end of the employee's first week within the [onboarding process](https://www.peoplegoal.com/blog/employee-onboarding-process-why-it-matters), they should be much more familiar with their peers and the office space. Moreover, briefings on their specific responsibilities and the [company's values](https://www.peoplegoal.com/blog/employee-engagement-company-values) and ethos should equip the employee with a fuller understanding of how they are expected to engage with work at your organization.

As and when the employee completes the different aspects of the [onboarding checklist](https://www.peoplegoal.com/blog/employee-onboarding) for the first week, the manager can tick them off from the list. In addition, at the end of the first week, the manager should conduct the first [check-in](https://www.peoplegoal.com/blog/check-ins) with the employee. Within this [one-on-one meeting](https://www.peoplegoal.com/blog/one-on-one-meeting-questions-format), the employee can voice any concerns or gain further clarity on any aspects of work they have struggled to understand.

These [check-ins](https://www.peoplegoal.com/blog/employee-manager-check-ins) also provide a great means for the manager to gather [employee feedback](https://www.peoplegoal.com/blog/encouraging-feedback-from-employees) and determine how happy the new joiner is to be working for the company.

#### Month 1

Within the first month, __the new hire should be getting more into the rhythm of their new role__. They will have hopefully conducted the majority, if not all, of their learning and initial training programs by now. It is on the manager to ensure that the employee is __[well adapted to their new position](https://www.peoplegoal.com/blog/how-to-set-up-an-employee-onboarding-process)__.

**Any problems that have been flagged up can be addressed in the 30-day check-in**. Continued learning programs should be set out for the employee and depending on how well they have performed, update their set objectives.

![90 day onboarding process](//images.ctfassets.net/6g4s9n00xmsl/6Q29U4hhOQRdXGkM2iUzYH/1f08a3a549cf7fccf9f86c93cd08d271/90_day_onboarding_process.png)

#### Month 2

Transitioning from [learning](https://www.peoplegoal.com/glossary/learning-management-software-and-systems) to building, in the second month the focus for the employee should be looking to finalize all aspects of the employee's learning. The employee is halfway through the 90-day [onboarding process](https://www.peoplegoal.com/blog/remote-employee-onboarding-tips) and so they should be much more comfortable and aware of their role within the organization.

Managers should look to encourage a greater sense of independence in their employees. Of course, they will also provide opportunities for counsel and the 60-day [check-in](https://www.peoplegoal.com/blog/employee-manager-meeting) will be important to cement everything that the new hires' have learned so far.

#### Month 3

For this third and final month of the [onboarding process](https://www.peoplegoal.com/blog/onboarding-process-template), the focus will be on encouraging the new joiners to act upon all of their training and apply themselves to be completely independent employees. [Communication](https://www.peoplegoal.com/blog/employee-communication) and confidence in working in a team will enable the employee to maintain a positive employee experience within the organization.

To wrap up the onboarding process, the employee will go through an evaluation process followed by a final check-in. A [successful onboarding process](https://www.peoplegoal.com/blog/remote-employee-onboarding) will have produced a confident and competent employee that will be capable of working well without frequent check-ins and monitoring. 

## Why is Onboarding so important?

There are many reasons that demonstrate just how important it is for companyies to run an effective onboarding process. In fact, [SHRM](https://www.shrm.org/resourcesandtools/hr-topics/talent-acquisition/pages/dont-underestimate-the-importance-of-effective-onboarding.aspx) states that 69 percent of employees are more likely to stay with a company for three years if they experienced great onboarding. In addition to the findings by SHRM, we have also collated a list of benefits from establishing a strong onboarding process.

- Increases employee engagement
- Reduces employee turnover
- Strengthens company culture
- Cost-Effective
- More motivated employees
- Encourages long-term career development
- Attracts top talent
- Facilitates company growth

![Why is onboarding so important](//images.ctfassets.net/6g4s9n00xmsl/5e5eExDv4TX0OjfGWSpH2B/6118f3a7ef21bb78fdca596d31dc9c53/Why_is_onboarding_so_important.png)

## How to create a 30 60 90 Day Onboarding Process?

A [30 60 90 Day](https://www.peoplegoal.com/blog/30-60-90-day-plan) Onboarding Checklist provides managers with the necessary tools to monitor the progress made by their employee's throughout the onboarding process. At each 30 day milestone, the checklist provides the manager with the essential tools to [support employees](https://www.peoplegoal.com/blog/top-30-hard-work-quotes) as they are learning the ropes for the first 90 days of working in their new position.

Following each 30-day milestone, the manager will update the checklist to confirm that the requirements have been met. Moreover, at these milestones, __[check-ins](https://www.peoplegoal.com/blog/check-ins)__ will also be arranged. These check-ins are invaluable as they provide both the employee and manager with the opportunity to discuss concerns or any other points for improving the [onboarding experience](https://www.peoplegoal.com/blog/employee-experience-explained).

The employee can use these one-on-one check-ins to give __[feedback](https://www.peoplegoal.com/blog/6-principles-of-constructive-feedback)__ about any aspect of their experience. Ensuring that __managers maintain a [proactive role](https://www.peoplegoal.com/blog/effective-leadership-styles-for-managers-in-2019)__ in the onboarding process presents a continuous channel of communication with new hires. Advice or guidance for how to improve __[performance](https://www.peoplegoal.com/glossary/performance-management)__ to arranging additional training sessions can be easily coordinated through these regular check-ins.

## 30 60 90 Day Onboarding Checklist Template

👉 [Download our 30 60 90 Day Onboarding Checklist Template!](https://docs.google.com/spreadsheets/d/1suNnJDuqFIBTKKc7di6EYlKlQwthXTU4gHc7FdxUozw/copy?usp=sharing)

This document provides managers with a complete onboarding checklist that they can adapt to their own onboarding process. Included in this template are evaluation forms to assess the overall onboarding experience - this is particularly useful for determining if the employee feels prepared by the end of the 90-day onboarding period.

---

👉 __[Click here to try out PeopleGoal's Onboarding Checklist for Managers App](https://www.peoplegoal.com/app-store/template/onboarding-checklist-for-managers)__

⭐ __[Book a Demo with PeopleGoal today to see how we can help your organization with HRIS](https://www.peoplegoal.com/book-a-demo)__


Effective onboarding is essential for stronger company culture, better employee engagement & productivity. Download our 30 60 90 Day Onboarding Checklist here.

30 60 90 Day Onboarding Process (Downloadable) Template

pg business 58

A 30 60 90 Day Onboarding Checklist provides managers with the necessary tools to monitor the progress of onboarding employees. For the employee, this checklist ensures that they receive the support they need, as they need it, whilst learning the ropes.

## What is included in this blog?

1. What is the 30 60 90 Day Onboarding Process
2. Why is Onboarding so important?
3. How to create a 30 60 90 Onboarding Process
4. Downloadable 30 60 90 Onboarding Process Template

Build Your Own 30 60 90 Day Onboarding Process Template

HR teams that can develop an effective onboarding plan are extremely valuable. Our 10 steps outline the importance of onboarding for employee engagement & more.

Top 10 Steps to Successfully Onboarding New Employees

pg business 55

## Top 10 steps to a successful employee onboarding process:

1. Map out the Onboarding Process
2. Create an Orientation Program
3. Assign a Peer Mentor
4. Proactive Manager
5. Routine Check-Ins
6. Onboarding feedback Opportunities
7. Easing Remote Onboarding
8. Distribute the Employee Handbook
9. Promote Personal Development
10. Onboard in cohorts (if applicable)

From the blog

The Ultimate Work From Home Guide for HR and People Ops

Build Your Own 30 60 90 Day Onboarding Process Template

Top 10 Steps to Successfully Onboarding New Employees

Topics

HR Management

Leadership

Employee Engagement

Company Culture

360 Feedback

PeopleGoal Updates

Performance Reviews

Performance Management

OKRs

SMART Goals

Remote Work

Product updates

Ready to see PeopleGoal in action?
Start your free trial today.

Company

Solutions

Product

Learn

Subscribe to our newsletter

From the blog

The Ultimate Work From Home Guide for HR and People Ops

Build Your Own 30 60 90 Day Onboarding Process Template

Top 10 Steps to Successfully Onboarding New Employees

Topics

HR Management

Leadership

Employee Engagement

Company Culture

360 Feedback

PeopleGoal Updates

Performance Reviews

Performance Management

OKRs

SMART Goals

Remote Work

Product updates

Ready to see PeopleGoal in action?Start your free trial today.

Company

Solutions

Product

Learn

Subscribe to our newsletter

Ready to see PeopleGoal in action?
Start your free trial today.