The job may be remote, but keep success close.
In today’s talent-driven work environment, employees have an impactful say on where they want to live and work. This has led to the increasing popularity of hybrid work models with flexible levels of in-office and remote work.
Two important aspects of work are the location from where employees perform work and the flexibility of time with which employees prefer to work. The hybrid model moves to the ‘place-flexible’ and ‘time-flexible’ space that promises to boost both
productivity and employee satisfaction. Still, the hybrid work models is a disruptive concept, and has its fair share of challenges. But successful hybrid is possible — if organizations can find the best
ways to make it work for them.
Let’s see how.
by designing a clear hybrid work policy.
The hybrid working policy promotes best practices by
- Clearly defining the roles that are eligible for hybrid working
- Setting out expectations from and responsibilities of both in-office and remote
- Creating related policies pertaining to health and safety, expense
- reimbursement, IT usage, and data protection
by building a culture of trust.
Trust is paramount to work happiness. Organizations that are willing to move from a command-and-control style of work to a people-centric culture will make their transition to hybrid work successful.
Such a culture creates an environment where employees are listened to and empowered. In short, organizations and employees co-create the hybrid place of work. For example, Ernst & Young’s Design Council is a team of employees drawn from across functions, regions and rank to act as change champions of the company.
by investing in digital-first tools and systems.
When an organization invests in best-in-class digital platforms and tools designed for remote work, it enhances the levels of communication, engagement, efficiency and productivity. Inarguable, these are the ingredients for a great workplace experience.
Tools for hybrid scheduling and desk booking, communication, virtual meetings, and virtual collaboration can raise the performance and happiness levels of hybrid work.
by creating intentional experiences.
Both physically and virtually, organizations can design experiences that foster a sense of collaboration and camaraderie. The office can be a place where brainstorming and celebrations happen with both in-office and remote employees Such impromptu interactions and better access to technology in the office can build a strong culture of innovation for organizations
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by encouraging blended working sessions.
To relieve the monotony of remote workers who work solo, project managers can schedule blocks of time where team members can go on virtual meeting platforms such as Zoom and work side by side — simulating a feel of being together in the office. Such building of camaraderie can significantly increase productivity while enhancing the work experience for both in-office and remote workers.
by creating equity among remote and in-office workers.
‘Out of sight, out of mind’ is a reality that managers and leaders must consciously avoid. Best practices ensure all employees, in-office and remote, get adequate face- time with management, and are equally considered for promotions, recognition, salary increases, and challenging opportunities. Best practices also are cognizant of the fact that certain roles do not permit employees to work from anywhere, and so take care to provide comparable flexibility as remote workers.
by creating avenues for professional development.
The hybrid work environment actually opens great opportunities and channels to train and develop employees. Skill development and enhancement of technical knowledge lend themselves well to asynchronous mode of learning. For product and project- based training, a blend of asynchronous and live, real-time group sessions. Training for managerial skills can be delivered through cohort-based learning.
Ultimately, if the hybrid work model can reinforce an organization’s values and culture, we can be sure that the right foundation has been set for success.
If you’re looking for your next career move or want a confidential chat about movements and opportunities in the market, contact Randstad's specialist consultants here.