The adoption of the remote work model during the pandemic unlocked numerous benefits, such as flexibility and access to a broader talent pool. It has also given rise to a phenomenon known as ’shift shock’. This term encapsulates the challenges organisations face in maintaining talent mobility and cultivating a sense of commitment and value among remote employees. To combat this, companies are reimagining their approach to benefits and incentives, striving to ensure remote employees feel valued, engaged and committed to the organisation’s success.
What is ‘shift shock’?
Shift shock refers to the disruption experienced by employees and organisations as they transition from traditional office-based work to remote or hybrid models. Employees accustomed to the camaraderie of office interactions may feel isolated, leading to a decline in job satisfaction and engagement. Moreover, the lack of face-to-face interactions can erode the sense of belonging and shared purpose that often drives commitment to an organisation.
“Recognising that system-driven processes must be balanced with personalised consideration, companies can develop tailored incentives that encompass not only monetary benefits but also recognition, work conditions and a clear growth path”
Ravi Mishra, SVP-HR, advanced materials business, Aditya Birla Group
According to Ravi Mishra, SVP-HR, advanced materials business, Aditya Birla Group, ’shift shock‘ is a complex phenomenon that goes beyond mere changes in roles and responsibilities. He emphasises that employee satisfaction and commitment are influenced by the broader work ecosystem, including managerial dynamics, promotion structures and recognition mechanisms.
Agreeing to this, Praveer Priyadarshi, senior HR leader, suggests, “By providing incentives and benefits, employers can showcase their commitment to appreciating and acknowledging their workforce.”
Such offerings not only serve as individual motivators but also contribute to the greater good of the company. In examining the allocation of time for work-related tasks, it becomes evident that many employees dedicate extra effort beyond their regular hours. This prompts the exploration of additional recommendations to enhance the overall work experience. Through various determinants that recognise exceptional performance, organisations can establish clear criteria for identifying top achievers, further reinforcing the concept of valuing employees.
Tailored flexibility: Recognising that remote work offers flexibility, companies are customising work arrangements to suit employees’ preferences and responsibilities. This may include flexible working hours, compressed workweeks, or the option to choose between fully remote, hybrid, or office-based roles. Such flexibility empowers employees to maintain a healthy work-life balance while staying connected to the organisation’s goals.
Wellness programmes: Companies are ramping up wellness initiatives to support the physical and mental well-being of remote employees. These programmes encompass virtual fitness classes, mental- health resources and access to counselling services, demonstrating the organisation’s commitment to holistic employee care.
Professional development: To foster a sense of growth and progress, companies are investing in robust, remote-friendly professional-development opportunities. This includes online courses, virtual workshops and mentorship programmes, enabling employees to acquire new skills and advance their careers without geographical constraints.
“By providing incentives and benefits, employers can showcase their commitment to appreciating and acknowledging their workforce”
Praveer Priyadarshi, senior HR leader
Remote technology stipends: Recognising the critical role of technology in remote work, organisations are providing stipends or allowances to ensure employees have the necessary tools and equipment to perform their tasks effectively. This not only enhances productivity but also showcases the company’s dedication to supporting remote employees’ success.
Recognition and rewards: Remote work should not hinder recognition. Companies are reimagining how they celebrate employee achievements, whether through virtual award ceremonies, personalised messages, or online appreciation events. Tangible rewards, such as gift cards or care packages, further reinforce employees’ sense of value.
Virtual social engagement: To counter the isolation felt by remote employees, organisations are fostering virtual social interactions. Virtual team-building activities, coffee chats, and online social events help recreate the sense of camaraderie that often characterises the workplace.
Clear communication and transparency: Transparent communication is vital in a remote work environment. Regular updates on company performance, strategic goals and changes within the organisation keep remote employees informed and engaged, fostering a strong sense of belonging.
However, Sunil Singh, senior HR leader and founder, Mindstream Consulting, believes that in the realm of solutions, while rewards and incentives offer a temporary salve, they do not address the core issue, akin to a painkiller without a cure. A more nuanced approach lies in personalisation.
“A holistic strategy that extends beyond immediate incentives is vital for fostering commitment and addressing the challenges brought about by shift shock”
Sunil Singh, senior HR leader and founder, Mindstream Consulting
Personalisation: “Acknowledging employees as individuals with unique needs, organisations can tailor benefits such as work schedules, weekly offs and meeting timings. Such personalisation demonstrates a commitment to employee well-being, but it is not a standalone solution. Transparent communication becomes a linchpin in this process,” points out Singh.
He explains, “Organisations can navigate shift shock by embracing personalisation and cultural fit. Recognising that the one-size-fits-all approach is inadequate, employers must consider diverse demographics and cultural nuances within their workforce.”
This involves accommodating individual preferences, time zones and work styles to create a flexible environment that caters to diverse needs. In Singh’s words, “A holistic strategy that extends beyond immediate incentives is vital for fostering commitment and addressing the challenges brought about by shift shock.”
Multifaceted approach: To address these dynamics and foster commitment, Mishra suggests that companies adopt a multifaceted approach. “Beyond monetary rewards, organisations must prioritise fairness, transparent communication and alignment with employee aspirations. Recognising that system-driven processes must be balanced with personalised consideration, companies can develop tailored incentives that encompass not only monetary benefits but also recognition, work conditions and a clear growth path,” says Mishra.
By tailoring benefits and incentives to cater to the unique needs of remote workers, companies can create an environment where employees feel valued, engaged and committed to the organisation’s success. Through initiatives that prioritise flexibility, well-being, growth, recognition and connectivity, businesses can build a strong foundation for a thriving remote workforce in the new normal.
