Featured Article in the CityU’s School of Business and Management
I am deeply honored to announce that my article, “Promoting the Engagement and Retention of Higher Education Remote Employees Through Emerging Practices,” is featured in the esteemed publication A Collection of Articles in Global Business and Leadership Volume 2 – 2024, produced by the City University of Seattle’s (CityU) School of Business and Management. To see my work included, among other impactful thought leadership, is a privilege I am incredibly proud to share. Remote work has transformed higher education institutions in unprecedented ways. My article, starting on page 114 of this landmark collection, explores the strategies and emerging practices that empower institutions and other business organizations to effectively retain and engage their remote workforce. In a world where flexibility and adaptability are critical, higher education, nonprofit, and for-profit businesses must evolve to meet the expectations and needs of their remote employees.
About My Article
Here’s a brief excerpt from my article: Promoting the Engagement and Retention of Higher Education Remote Employees through Emerging Practices.
The pandemic entered the world and disrupted how higher education institutions (HEIs) and other organizations conduct business, live, and cohabitate, causing many institutions to pivot to remote work (Smale, 2020). According to Smale, institutional leaders and employees worldwide were forced to adjust quickly to the new realities of working remotely. This section introduces the history of remote work, the pandemic’s impact, engagement and retention strategies, the benefits of remote work for employees and employers, and remote work’s connection to organizational culture.
Remote Work Historical Background
Remote work is not a new concept and goes by many names, from virtual work, work from home, and telework to telecommuting. The history of remote work took place before the dawn of the 20th century when the modern office started to take shape (Bibby & Reynolds, 2017). According to Bibby and Reynolds, as the history of remote work unfolded, technology was introduced, laying the foundation for modern remote work, which became the most significant disruptor. In 1942, the world’s first electronic digital computer was built at Iowa State University, which cracked enemy codes and laid the groundwork for the work-from-home movement, which was still years off (Bibby & Reynolds, 2017). The 2000s promoted the rise of working from home after an analysis revealed that people working at least one day a week at home increased by more than 4 million—35%, according to Bibby and Reynolds. Working from home eventually became the new phrase for what is commonly known as remote work. The term expanded, and remote work increased and transitioned from a perk to an effective business strategy (Bibby & Reynolds, 2017).
Communication and Technology
Communication is critical in remote work environments, but how it takes place, how often, and the technology used is vital for remote organizations’ consideration. The pandemic-related challenges heightened the importance of clear, authentic, and ongoing communication (Nyberg et al., 2021). The pandemic also revealed the need for remote employees and leaders to combine technology and communication to work together effectively and cohesively. One of the most essential technological steps organizations can take is getting the infrastructure right by ensuring remote employees have the right technology, computer equipment, and software (Neeley, 2020).
Remote Work and the Connection to Organizational Culture
The pandemic caused unprecedented fragmentation of work cultures as employees struggled with loneliness, motivation, and an uncertain future (Sprout, n.d.). According to Sprout, remote work significantly affects organizational culture, employee engagement, and retention. Quigley (2022) shared three ways companies can promote organizational culture:
-Take an active interest in their remote employee’s career goals.
-Emphasize employees’ well-being and mental health.
-Invest in employees’ futures.
This article reflects my ongoing commitment to exploring how organizations can harness innovation to address the challenges and opportunities of remote and hybrid work environments. I delve into actionable insights, practical tools, and transformative strategies to inspire meaningful change.
Get Your Copy of Global Business and Leadership Volume 2
I encourage you to obtain a copy of A Collection of Articles in Global Business and Leadership Volume 2 – 2024 to explore my contribution and the wealth of knowledge shared by global experts in business and leadership. This collection is a valuable resource for anyone passionate about driving innovation, fostering resilience, and leading in today’s dynamic environment.
Learn more about the book and get your copy at Amazon.com. Together, we can continue to shape the future of work and education.
Thank you for your support and encouragement on this journey. I look forward to hearing your thoughts on the article and engaging in meaningful conversations about the future of higher education and remote work.
Warm regards,
Lisa
