Best Practices

remote work

5 Tips for Successfully Managing Remote Workers

Just a few months ago, managing remote workers wasn't as common as it is now. Most of our waking hours were away from home in the workplace. Enter COVID-19 and the workplace dynamic changed dramatically, with many more people now working from home or another remote location. What’s interesting, though, is that remote work was already on the rise before the pandemic. According to Global Workplace Analytics, 4.7 million American employees worked from home at least half of each week, pre-pandemic.…


culture of trust

A Culture of Trust: Learn How to Build One

Culture of trust was the latest hot topic on our monthly webinar, reflecting on what we’ve learned over the past 6 months and how leaders can rethink the future of work. As they say: The show must go on. It can be easy to get caught up in analysis paralysis while navigating what to do next, but we know that the companies that will come out ahead on the other side of 2020 are the ones exercising calm, instilling confidence in high performers, and showing a willingness to adapt. Both employees…


Open-Door Policy Shuts Out Progress

Implementing an open-door policy sounds like such a good and positive shift in company culture. After all, the intent is that employees are free to share their concerns and needs whenever they want.  But when it comes to the reality of open-door policies, we’ve found they tend to be better in theory than in practice. In fact, open-door policies for feedback can actually be a hindrance for both employees and their employers. Let’s examine three main pitfalls of the open-door policy: It puts…


Why Building the Right Team Matters

When you’re operating in an industry where jobs are more abundant than workers, losing talent to a competitor is an ongoing risk. It can be hard to know when an employee is planning to jump ship, and it can be even more challenging to bounce back when several of them choose to leave at once. But even in competitive labor markets, high employee turnover doesn’t have to be a given. For companies that want to keep talent, few resources are more valuable than honest feedback from workers, even…


anonymous feedback

Why Do Your Drivers Want to Remain Anonymous?

It makes sense: When someone is willing to give feedback, we feel like they should also be willing to attach their name to that feedback. But this isn’t the case, so we’re about to tell you why your drivers want to remain anonymous. It would be ideal if we always felt welcomed to share feedback and that our opinions and thoughts would be valued and treated with respect. Sadly, that’s not the reality in most settings, and that has made many employees hesitant to share honest and transparent…


Communicating Safety

Guiding Drivers to Safety Amidst Civil Unrest

As carriers across the country deal with the effects of the global pandemic, focus has recently divided to also understand how to guide drivers to safety during nationwide protests. WorkHound supports Black Americans in their fight for racial justice, and the rights of all Americans to make their voices heard. We also understand that this can create operational and safety challenges for frontline workers. We are committed to helping you provide those workers with safety resources during this…


mental health worker

Why Mental Health for Essential Workers Matters

The risk of experiencing mental illness as an essential worker is high — leaving many workers debilitated, unsafe while operating equipment, burnt out, or with suicidal tendencies. If left untreated, mental illness can pose significant threats to more parties than just the worker. Other workers, customers, clients, the machinery, and even the product are at risk as well. The damage in these circumstances is astronomical for everyone involved. But these aren't the only reasons why mental health…


Broadcasts: How to Respond to Employee Feedback

WorkHound helps companies keep tabs on remote employees' most pressing concerns, but it's important that managers are able to respond to workers about actions that are being taken because of feedback. That's why we work with clients to create weekly broadcast messages to send to their workforce about issues that have been raised and the steps that are being taken to address them, improving communications between managers in a central office and employees in the field. Broadcasts are a mass…


How to be Ready for Employee Feedback

Most business owners and managers want more employee engagement, but they don't always know the best way to reach that goal. In 2013, Harvard Business Review surveyed 550 executives about the impact of employee engagement on business performance. The study found that 71 percent of respondents rank it as very important to success, yet many had not found good ways to accomplish it. Employee feedback programs have a solid track record of closing this gap. Anonymous feedback helps develop…


Maximizing Recruiting and Referrals with Positive Feedback

Companies that start using WorkHound initially expect to only see negative anonymous feedback from workers — and while our data shows that more than 70 percent of employee feedback is negative (and negative feedback is the road map to help make big changes - check out our 2018 trends), that statistic alone doesn't tell the whole story. When handled appropriately, even negative feedback can be used to create positive outcomes. We’ve found that positive feedback comes in small, frequent…