Recruiting, hiring and onboarding remote employees requires investments in geographic outreach, video interview processes, remote onboarding assets, and so on. The “evaluate” step, in this case, would involve documenting and justifying the changes the organization needs to make from on-site hiring of local talent to remote hiring of non-local talent because the organization can access a deeper pool of talent.
- Prioritize between one and three practices highlighted in the intermortem template.
- Identify the changes that need to be made, why and how the business will benefit from each priority change.
After you’ve identified the changes needed to retain, reinvent or return the priority behaviors, document them, assign responsibility for overseeing and implementing them, and define what those people need to do — and by when. Socialize this plan with all affected stakeholders, and have regular meetings to assess progress, remove roadblocks, provide feedback or redefine timelines.
- Develop concrete action plans for each priority set of systems, processes, and practices needed to avoid digital backsliding.
- Assign responsibility with clear expectations to ensure the changes are made.
The original article by Christie Struckman, vice president analyst at Gartner, is here.
The views and opinions expressed in this article are those of the author and do not necessarily reflect those of CDOTrends. Image credit: iStockphoto/bowie15