Managerial Understanding the situation
communication
solution for rebuilding trust and missing increasing failed remote work
psychological safety deadlines cost strategy
low employee poor
pay gap
Problems satisfaction communication
highlighting all the tools used not
low time overlap
surface level issues effective
in the organization
lack of trust
lack of a
feedback
Root issues cultural
process
differences
highlighting all the
issues that are pseudo -
Group -08
representation
culprit behind the of remote
surface level issues worker
Arin - 351008
Devesh - 351018
Kareena - 351025
Rishi - 351039
Vidhan - 351054
Assessment for further actions
autonomy growth impact connection
use of remote similar or higher remote workers employees trust
Hygiene
the factors which govern the employee
work autonomy performance not impact on and connection
dissatisfaction
leading to provided with organization with company
drawbacks. sufficient lowering despite has been the pay fairness, proper
lack of cultural
bangaluru team compensation remote work questioned due compensation and
acceptance (e.g. sao
having to policies to pay policies equal chance for
paolo)
stayback promotion
Motivators
the factors which govern the employee
engagement
due to power distance
low autonomy
Bengaluru employees
(Bengaluru employees)
might see Berlin
, had to stay back for
manager as a weak
their meeting
leader
Brazil - Germany - India - Usa
Ideation based on data driven insights
to show importance (motive 1)
flexible meeting schedule would be
implemented.
to rebuild trust (motive 2 )
in and out meetings between people who meeting to address the pay situation and
need to communicate, no fixed times → take initial feedback from employees to
high flexibility compare with what we will get from
foreign immersion programs and matrix.
international meets. integrate our matrix as a monthly activity
HR practices (motive 3) feedback systems (motive 4)
at-least half the HR team should be an anonymous feedback system would
remote or/if not then mandatory remote be implemented , to encourage insights
hours on rotational basis to remove from all different cultural backgrounds
biasness for remote workers. foreign - cross cultural team mentor
making promotion criteria and process system → not a manager you report to but
more transparent. rather someone you can discuss
seminar for desenstizing to cultural limitation and problems.
differences
Implementation plan
motive 1 motive 2 motive 3 motive 4
we will first immediately seminar we would convert half anonymous feedback
implement rotating addressing how of current HR team to system is implemented
meeting systems so current compensation be remote to to understand needs
burden is distributed is done and feedback understand remote and problems from all
equally from employees is employees better the employees
taken
making promotions
flexible meeting criteria more
system is preparing our monthly foreign mentors for all
transparent by
implemented as feedback with teams to discuss
adopting a point based
soon as possible to appropriate matrices problems , understand
promotion system
reduce load and and integrating it as a each other problems.
staying back late for monthly activity
monthly seminars on
all cultural differences of
making pay segments employees to sensitize
for each employee them.
foreign immersion bracket
programs and after work activities to
international meets engage employees
from different cultures
together
Team health panel
matrics measured why this matric is measured outcomes
higher willingness - our work toward cultural desensitizing
willingness to address
to gauge power distance among the is working
their concerns and
employees of different cultures lower willingness - we might need to redo our approach
doubts
higher satisfaction - our flexible meeting system is well
meeting timing how satisfied are they with new meeting
accepted
satisfaction timing
lower satisfaction - our system needs to be redone
higher engagement would lead to lower attrition among
how engaged they feel to asses the current changes we made to
employees , employees can further elaborate on how they
at the work place accommodate for all employees
might feel more engaged and aligned with organization
to compensate employees till they are satisfied with the
satisfaction with work
employees current dissatisfaction compensation allowing them to collaborate with
compensation
international employees without feeling undervalued
references ai prompts
summarizing key events
“what they did which caused these
problems”
how to rebuild trust in this situation