As a result of Covid-19, companies were forced to implement remote working practices to allow for the continuation of productivity in geographically dispersed workforces. As we now enter the post-pandemic era, many organisations are continuing with remote working and implementing these adaptations into a permanent hybrid work model.
By working in the office only 2-3 days of the week, employees continue to benefit from the flexibility that remote working offers, such as the ability to better juggle childcare and other responsibilities outside of work. Commuting time is also reduced, freeing up time for activities such as exercise which is highly beneficial for reducing stress, improving productivity, and increasing overall health. On the flipside, hybrid working means they can enjoy going into the office a few times a week where they get the chance to engage and interact with colleagues in person.
Businesses themselves are also benefiting from hybrid working due to the financial savings of not opening the office 5 days a week and the higher productivity levels of employees. In fact, 52% of executives agree that employees have been more productive in remote settings compared to pre-pandemic.
However, the transition to hybrid working is difficult. For it to be a success, HR leaders will need to play a crucial role in maintaining company culture, encouraging innovation, and maintaining overall productivity.
The importance of HR leaders in overcoming the challenges of hybrid working
Skilled employee management is crucial for the optimisation and maintenance of a successful hybrid working model. HR professionals not only play an important role in the management of employees’ working lives, but also in the fostering of company culture which is integral to creating a sense of unity and loyalty within the organisation.
Hybrid working poses the risk of potentially losing company culture, as well as negatively impacting employee communication, engagement, and overall productivity. However, with the right strategies, these risks can be reduced to make the shift to hybrid working successful.
Supporting employee wellbeing in hybrid workplaces
Since employees have become very accustomed to flexible work schedules and enjoying a greater level of independence, expectations have now increased for how companies should look after their wellbeing. Organisations should focus on strategies that help to enhance the health and happiness of team members both in the workplace and at home, aiding in not only retention but also in attracting new members into the workforce. A few ways to achieve this are:
- Ask what their needs are. HR leaders must take the time to understand the individual needs of employees and incorporate them when making important decisions. Ask them to fill out satisfaction surveys and host regular team meetings to talk through their thoughts on the current hybrid work environment. Find out if they are happy with the number of days they are in the office and discuss which tasks they find easier to complete at home. This is crucial to not only show to team members that their opinions matter, but to also identify any adjustments that need to be made. There’s no ‘one size fits all’ for hybrid working strategies; the hybrid model must be continually reviewed to ensure it is keeping employees satisfied both in the workplace and at home.
- Implement new HR policies that better accommodate the flexibility of hybrid working. Having the right space to work both at home and at the office is crucial. It can be difficult to create an environment that sparks productivity and creativity when working remotely, which can prevent employees working to the best of their ability. Providing team members with home benefits such as subsidies to buy the right equipment or furniture such as laptops or ergonomic office chairs will make it easier for them to get into a productive mindset.
Encourage employee engagement and communication in hybrid workplaces
The risks of diminished company culture and loss of effective communication and engagement between employees are some of the biggest hurdles when it comes to hybrid working, both of which could impact a company’s bottom line.
In a remote environment, the sharing of knowledge and skills with others in a team can prove difficult. These barriers can be broken by implementing digital technology that makes it easy for employees to connect and share their work. Software can be implemented to create online portals where team members can share their knowledge with one another effortlessly. In addition, such technology makes it easy to announce company updates, post online and in-office events, and check in on employees on an individual basis.
Informal communication is also an important part of an employee’s workday. Having a casual chat with colleagues during a quick coffee or lunch break is what enables everyone to get to know each other and keep engagement levels high throughout the day. In a hybrid work environment, these informal catchups don’t tend to happen as frequently which can lead to a loss of unity within an organisation. It’s important to recognise this and try to encourage informal conversations with and between employees both in the office and remotely. When at the office, management should consider holding informal lunches or activities that promotes bonding between colleagues and fosters a team spirit.
In remote settings, digital technology can be utilised to encourage informal chats throughout the day. For example, team members can use Slack or Teams to share fun updates, and organising 15-minute Zoom coffee catchups on a daily basis can keep the engagement of employees high.
Encourage and upskill hybrid work teams
Research has shown that when organisations invest in the training and development of their employees’, performance and engagement is boosted significantly.
HR leaders can implement learning and development tools that can be used both remotely and in the office. These programmes allow employees to improve their competencies and learn new skills are specific to their roles. This will help to keep motivation high and give them confidence in the new hybrid style of working. It shows them they still have the opportunity to expand their professional skillsets and can continue to advance and progress in their careers.
Micromanaging how employees approach their work should also be avoided. Instead, a degree of flexibility and liberty should be given to allow for innovation in working strategies and for teams to focus more on obtaining the desired outcomes of their tasks. Performance review software can be used to measure the productivity and gain insights into individual progress, which can help to identify which team members may be struggling in the remote or office environment. In turn, management can offer the right training or support to help them improve.
For hybrid working to be successful, organisations must focus on fostering a strong company culture and ensure there is effective communication and engagement between hybrid work teams in remote and in-person settings. If this is done efficiently, the benefits that a hybrid work model can bring to a company and its employees are extensive.
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