MEET OUR FOUNDER 

My dream was to cultivate an energizing and collaborative work environment that inspires community beyond office walls. Today, I’m honored to share that vision with enterprise businesses nationwide. Atrium’s focus will always be people.

REBECCA CENNI-leventhal, FOUNDER & CEO

her story


Often referred to as our Chief Empowerment Officer, Rebecca-Cenni-Leventhal leads today as CEO of Atrium. At the incredible age of twenty-four with a vision well ahead of her time, she understood the employee experience is not something that should be limited to full time employees. Her founding principles–Listening. Valuing. Respecting– as well as her bold offer to provide benefits to temporary workforces not only established her character, but also shaped a unique position within the market. Today, Rebecca’s value set continues to influence corporate culture at Atrium, and her mission to strengthen the human value in work empowers a diverse community of over 20,000 people and 1000 programs nationwide.

March 2020

As we face the new workforce challenges presented by Coronavirus (COVID-19), my heart and thoughts are with all who have been impacted. While coping with this unprecedented event, know that we are here to guide your workforce with safe, informed decisions for the continued success of your business and the people supporting it. To succeed in our new normal, planning, evaluating, and communicating are essential.

Plan: Survey your staff to understand what is needed for them to be productive in a work from home environment. When it comes to process and equipment that’s required to complete daily tasks, your employees have a great deal of insight to share. It’s important to fully understand all operational requests prior to moving your workforce to a remote work environment. Proactive planning allows you the opportunity to procure supplementary tools and develop checklists to ensure individual preparedness. To be fully prepared, initiate a trial day where employees rotate between working in an office environment and working remotely.

Evaluate: Evaluate the information you garner from employees during their remote work trial period. Then, get ahead of IT and operational challenges by making necessary changes. Ensuring readiness tools are not only in place but are also working properly, will support business continuity when moving employees to their new work environment. All changes should be completed prior to moving any job function to remote work. Update your Standard Operating Procedures, have managers review them in detail with their teams and have each employee acknowledge their understanding of the new policies. Employees working outside of a normal office environment can grow autonomy that will persevere beyond this temporary period.

Communicate: It’s critical to ensure your business stays connected and functional when moving employees away from their normal working environment. So, speak openly with your staff and keep the conversation going. Providing guidelines that establish a clear framework of expectations can help ready your employees to stay productive and professional while working remotely. If you don’t already have an emergency preparedness project team, consider building one. Keeping employees feeling safe and comfortable during a stressful time is also key to business continuity. Share an emergency phone line for texts and calls that is available before, during and after normal working hours.

Now is the time for your business to make room for new ideas, modern policies and optimized procedures. With fewer workplace distractions, you may discover you are growing more innovation!

Rebecca Cenni-Leventhal

 


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