The pandemic and worldwide lockdowns forced us to change how we live and work. However, when those restrictions are lifted, many employees and companies have decided they don't want to go back to traditional working methods.
So, over the past year, a variety of hybrid, location-flexible office arrangements have emerged. But, HR leaders have many challenges to face and issues to address to optimize this remote working model and truly support a hybrid way of working.
Before we proceed, let's first discuss what it means.
Hybrid workplace meaning
A hybrid workplace combines remote work and office work. It usually includes a core group onsite, while other employees are free to come in when it suits them or not at all. This working model depends on the work from home policy of the organization.
HR leaders should consider the following factors while transitioning to a hybrid work model to ensure that employees are happy and productive.
Choosing the Right Model
Since every organization is different, the hybrid work model for one company may not work for another. Hence it's crucial to consider the commercial and economic consequences before deciding one way or the other. HR leaders need to reaccess the existing policies and update them if required. These changes can include areas like recruitment, training, motivation, and more.
In addition, it's a good idea to come up with a new hybrid working policy that defines the work from home guidelines for employees.
Here are a few things that need attention while weighing out the pros and cons of your hybrid office model.
- Safety of employees
- Needs and preferences of employees
- Deciding which work model aligns with your company's objectives
- How will the change affect your company's productivity?
Maintaining the Culture
Company culture impacts productivity, growth, and employee retention. So, HR leaders need to sustain it while managing a hybrid workplace. It can help to get creative when sharing company announcements, arranging meetups, organizing virtual team-building activities, coming up with fun seminars or workshops, and more.
An article by CIPD states that "people professionals also have a responsibility to assess culture to ensure standards are maintained continually. It is the key to preserving a high level of service and keeping staff engaged and retained."
Some HR leaders will also have to work hard on bringing the office culture back on track if the pandemic has impacted it.
Making Employees Feel Valued
HR managers will have to work harder to ensure that their team members feel motivated in a hybrid work arrangement. It is a must to foster an inclusive environment so that no one feels left out even if they are not present in the same workplace together on all weekdays.
It can be challenging to foster such camaraderie on virtual platforms, but early efforts towards such a culture can go a long way.
Changing Structures, Processes, and Facilities
A redesigned or reimagined office space can help people feel safe and encourage collaboration and creativity. It applies equally to employees who are working from home or remotely. They should have all the facilities to work comfortably.
Work from home has cut down on costs massively but has also brought upon a new set of logistical problems. A parent working from home will face different needs fitting into a hybrid work model. It is fair to say that a good deal of brainstorming will help companies stay ahead of the learning curve.
Companies that are proactive in making the most of new-age technology will provide this experience to their employees. Investing in AI, machine learning, predictive analytics, and appropriate technology tools can help companies achieve this goal faster.
Prioritizing Employee Wellbeing
The pandemic has affected people in many ways. Along with the fear of the virus, the shifts in the work culture have caused people to experience fatigue, stress, loneliness, and depression. Employee wellbeing includes all factors that determine an employee's functioning.
Managing workplace engagement and wellbeing gets even more challenging when you have a hybrid workforce. It is important to take simple and practical steps to address employee wellness in hybrid workplace management. Some of the things they can do are:
- Encourage communication between peers
- Appreciate and reward employees
- Provide counselling at the first sign of trouble
- Arrange for informal sessions and meetups
As per the Mental Health at Work 2020 report, 41% of employees have experienced mental health symptoms caused or worsened by work in the year 2020. The survey also found that while employees feel supported by their colleagues and managers, they don't always think that the HR departments (39%) and CEOs (37%) are as considerate of their mental wellbeing.
Regular learning and development can help workers stay ahead of the learning curve. It can equip employees to deal with work-related stress and help them find a better work-life balance. In addition to this, it can improve their work output.
Learning and development can't be one size fit all. In the hybrid approach, when it comes to training, a few things must be considered, for example,
- the type of labour i.e. freelancer, consultant, remote worker, part-time worker or onsite worker
- ability to absorb new technology
- and unlearning capacity
Also, HR leaders must ensure to enhance the present work training to prepare employees with the necessary tools and skills to maximize output.
To sum it up, while a hybrid work model can create a happy and diverse workforce, it also demands new strategies, skillsets, new policies, and a new generation of digital tools. Moreover, it means that HR professionals play a vital role in the transformation and work-culture shift towards flexibility and employee wellbeing.