Introduction

In essence, the pandemic forced millions out of work or remote work situations.  On the other hand, it caused many remote workers to realize that they were more productive and felt more connected with their families.  Let’s examine a couple of often-cited myths by supervisors: 

• The pandemic caused great resignation.  According to the Bureau of Labor Statistics for November 2021, “The number of job openings decreased to 10.6 million on the last business day of November.  The U.S. Hires were little changed at 6.7 million, and total separations increased to 6.3 million.  However, the number of quits increased in November to a series-high 4.5 million (+370,000).  In addition, the quits rate increased to 3.0 percent, matching the series high in September. 
• Working remotely causes low productivity and procrastination.  However, a pre-pandemic study by Stanford University involving 16,000 workers over nine months indicated that working from home increases productivity by 13%, with 30% of remote workers doing more work in less time and 24% of remote workers doing an equal amount of work in the same period according to a study by ConnectSolutions.  
• Remote work lack accountability.  According to an article in the Journal of occupational and environmental medicine, “Promoting autonomy and self-leadership may be a solution to improve the efficacy of remote work programs…training interventions may be supplied to WFH employees to develop self-observation strategies and to promote the schedule of work-related goal-based deadlines and priorities.”
• This training will disprove these often cited myths and offer proven solutions that work and can be implemented immediately

Areas Covered In The Webinar

• How to Gain Community Support: garner community support for a diverse workforce; when a candidate comes for a site visit, create opportunities to visit with or meet with people from the community
• Why Cluster Hiring Makes Sense: A significant issue faced by many minorities is feelings of isolation and overload (the only Asian or African-American) when they are not connected to a support system within the organization or community. 
• The Power of Shared Funding Opportunities.  Are there opportunities to share resources and personnel Mentoring Programs: Research shows that mentoring programs are highly effective in professional development, especially among junior executives and staff. 
• How to conduct an effective exit interview.  As with climate assessments, internal exit interviews can provide excellent feedback on why (s) individuals exit an organization. 

Why should you attend?

• Since the Great Resignation, it has been challenging to recruit, reclaim and retain human capital.  Therefore, creative solutions are needed.   This training will provide proven strategies to overcome this obstacle.

Who Will Benefit

• This training will benefit supervisors, managers, executives, and those with Human Resources responsibilities.