5 trends HR can use to benefit from hybrid working

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Is hybrid work the cure we hoped for when it was first proposed as a pandemic solution?

Well, not entirely. However, since 2020 business leaders have figured out how to make hybrid working work for them with some ending up in a better position as a result. If done well, hybrid employment may give the stability that people need, thereby reversing The Great Resignation we mentioned in a previous article.

So, here are five hybrid work trends – and how HR leaders can capitalize on them to make their plans work even better.


1. Here to stay

Hybrid work will certainly continue to exist in some way in the future, if not indefinitely. So, regardless of the size of your company or sector, you’ll need a strategy to incorporate or manage it.

Even hands-on enterprises, such as manufacturing will require certain hybrid work guidelines for office positions. Plus, as technology advances, individuals’ capacity to work from home a few days a week will only grow.

And it makes sense for businesses: according to research, 63% of high-revenue, expanding businesses have already adopted “work anywhere” strategies.

“The ‘productive, everywhere’ worker is developing in the post-pandemic workforce,” says Christie Smith, Senior Managing Director at Accenture. “This new workforce segment comprises employees who stay productive – whether on-site or at home – and who have the most powerful personal and organisational resources,” says the report.

As a result, it’s critical to develop a hybrid work plan that incorporates (at the very least):

  • a master schedule that everyone can access
  • availability expectations, and
  • workflow protocols.


2. Assist them in concentrating
Working in a hybrid environment can be distracting which can stifle productivity. Employees working from home, according to The Economist Intelligence Unit, are distracted by:
  • temptation to relax (28%)
  • household chores (25%)
  • other house mates’ (kids, spouses, pets, parents) needs (22%), and
  • uncomfortable home work setup (13%).
 

Employees who work from home must be as productive as those who work on-site at all times. As a result, you may wish to define criteria for work-from-home arrangements. Include specifications for:

  • quiet, dedicated space
  • freedom from caregiving responsibilities during work hours, and
  • minimal technology capabilities (such as internet speed and audio/visual equipment).


On-site, assist employees in avoiding the most common source of distraction, according to the Economist study: coworker interruptions. It happens even more frequently now because employees have less time together and are attempting to interact more while on the job.

Encourage staff to use virtual or physical calendars to schedule personal time, meetings, and being “available to cooperate.”


3. Keep them connected and happy

Hybrid offices are unlikely to be the same as they were prior to the pandemic. Culture and community are inextricably linked.

It’s critical to have a sense of community at work, now is the time for businesses to reinvent their future and re-energize their communities.

Because hybrid work groups don’t see one another as often, they’ll have to put in more effort to stay connected. Recognition, companionship, and collaboration that occur naturally are rare.

Employees who receive some type of recognition at least once a month are twice as likely to be engaged, three times as likely to have meaning and purpose at work, and four times as likely to be happy at work. Studies discovered that employees who feel loved are less stressed than those that don’t.

Give workers opportunities to publicly or privately express gratitude for one other’s assistance or excellent work.

Allow time for them to arrange talks about objectives, goals, efforts, and just simple “how are you doing?”

Finally, provide them with tools or occasions to commemorate personal milestones such as marriages, births, and athletic or artistic achievements, as well as professional milestones such as certifications, promotions, and goal attainment. 


4. Make days on the job worthwhile

Even when staff are on-site, we discussed the significance of removing distractions from the workplace. However, you’ll want to make on-site days a positive and meaningful.

You may schedule a monthly or quarterly day when all staff are invited to come on-site for training, team building, and other activities.


5. Recognize the divide

Some workers will enjoy their time on the job. Others will like the opportunity to work more independently at home. As a result, you’ll want to continue to meet their requirements and preferences.

You may, for example, provide wellness benefits that employees can use towards their favourite kind of exercise or well-being. A gym membership or on-site yoga session may be desired by some. Others may put it toward meditation apps or home-based exercise bike subscription packages.

Create content that workers may access online or on-site for training and career prospects. Employees will be able to discover when and where they are most comfortable.

Companies that focus on the working experience, regardless of where it comes, from will achieve improved employee engagement and profitability.

See how HealthBoxHR can help your business better understand the needs of your employees with our Performance management feature and help communicate with remote workers with MyChatBox.

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