Engaging Non-Desk Workers While Reducing Operational Risk

Hot desking, co-working, working from the car, remote workers or people working from home. There are several different definitions that we can use here, so let’s take a deeper look.

The term “deskless workforce” or “non-desk workers” refers to those who do not have a set workstation, do not have their job based in an office, and do not have a designated workspace.  Deskless workers include those in the construction field, as well as restaurant servers, store clerks, field service technicians, and many others. Consequently, when non-desk employees are less engaged, this may become a significant issue for business operations and result in an expensive turnover.  People need to have a station or a base, and if that base is not provided it can cause some health and business concerns. 

Remember, when the team is engaged in their jobs, they deliver better results, stay with the company longer, and motivate those around them to do so as well. The importance of employee engagement for non-desk workers is as vital as maintaining healthy relationships with desk employees. Hence, small and medium enterprises should be aware of the importance of keeping non-desk workers engaged.

This post will explore ways to keep non-desk employees engaged while reducing operational risk.

1. Utilise digital communications – If there is poor workplace communication, deskless workers feel left out and not connected with the business’ mission. All desk- and non-desk staff must be connected to the company’s objectives and values to move the firm ahead. Building a centralised communication platform may bring each employee up-to-date on corporate news, department goals, and performance statistics.

2. Show your staff that you care – Develop strong links with your offsite employees and offer them leeway to achieve a healthy balance. Provide them with reasonable limits on their time commitments, duties, and expected output.

3. Equip them to succeed – Employee engagement isn’t only about making employees happy on the job; it also entails stimulating growth and optimising potential. Ensure your staff have enough training and tools to be competent. It’s important to provide your remote team with the resources and knowledge they need to succeed, whether they’re fresh hires or seasoned pros.

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