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A global pandemic changed the future course of how we used to work. Workforces still deliver results and attend to their task, albeit from a remote location or by sticking to a hybrid model.
Companies are turning to technology that aids virtual work. The transition to remote or hybrid models was at remarkable speed. Employees are seeking a balance between work-life by adopting a hybrid workplace model. Through a hybrid model, people can manage both the social inclusion required in professional life and spending time with family.
Choose The Preface For Your Model
A hybrid workplace model is selected for the right reasons that make sense to the organizational requirements. The decision can rest on various important factors like reducing real-estate costs, enriching employee experience, retaining talent, or improving productivity. In most cases, all the factors can figure in deciding on an effective hybrid workplace model.
The move from a traditional model to remote work was a drastic decision; it was taken as a peril of the social distancing that was a necessary bane to check the spread of the virus in the prime of the pandemic. However, the transition to a hybrid workplace model needs to a seamless for a successful implementation.
The leadership in companies needs to check different angles that account for employee preferences and workflow management. The model should also be effective in including the teams and treating everyone fairly.
In a transition phase to a hybrid workplace model, a digital employee experience platform that enhances the journey of team members will be a useful tool. A DEX includes all the digital tools that aid the workflow of a task carried out by an employee. An effective DEX removes the barriers of communication and redundancy involved in repetitive tasks. It is transparent and accountable, wherein the work done by an employee is recorded in all fairness.
When we understand a digital employee experience plays a pivotal role in remote working, we need to examine effective strategies and will enhance the hybrid model.
1. Ensure employee requirements
Employees need various digital tools like laptops and high-speed internet, and office gear like ergonomic chairs or standing desks in remote locations. Team managers and the HR office need to ensure that every employee has everything they need to complete their work.
If employees are not voicing their needs from remote locations, then managers should step up on days they come in person and ask them when they meet.
A mid-size pharma company with global recognition was thoughtful; they awarded their employees by giving an extra voucher to engage their kids with an online course during the pandemic. Now, that is the level of support that most companies can aspire for, but the focal point is even small things count in enriching the employee experience.
2. Train Employees
Employees who have to work remotely may not be adept with a few IT skills like changing the internet connection, ensuring data privacy when using shared internet connections, the importance of password protection even when working from home, virtual meeting etiquette, and means to increase visibility in an online set-up.
Organizations should focus on training their employees with all the guidelines to ensure that they can handle their remote workspace issues and get in touch with the IT team if they have followed all the given guidelines.
Team managers should have a messaging group exclusively for team members where colleagues can help each other when a manager is not there. Such groups lead to team-building activities where everyone tries to support each other by sharing best practices and experiences.
3. Abide By Values
Every organization strives to maintain a conducive work culture with core values. Whenever the leaders face challenges in managing their remote teams, they should go back and check if whatever they are in line with the organization’s values.
4. Employee Well Being
Employees working from remote locations for long hours are susceptible to anxiety, depression, and screen fatigue. They lack motivation and physical exercise, which leads to a dominion effect on their overall well-being.
Companies need to ensure that their employees get enough exercise. They can encourage their members by conducting contests that will demand a physical form of exercise. Teams can be motivated to submit their workout videos to compete against each other for a reward. Periodically, a virtual open house meeting to discuss issues of mental wellness can be conducted for team members.
5. Build Trust
Trust of team members in their manager is important for achieving goals. Nonetheless, the success of a company depends on champion teams and not a team of champions. So all team members must work towards unified goals and keep the organization’s interests in mind when executing a task. And to seek that kind of faith, employees need to trust their leadership.
An organization that looks after employers as a fair-opportunity employer will have managers who display it in spirit and actions. Teams trust the managers who look after every member equally.
6. Appreciate Employees
Encouragement is a form of motivation. It is equally rewarding in a remote and a hybrid model as it’s in a regular in-person model. Take time out in meetings to appreciate and applaud your team’s work at both organizational and individual levels.
7. Bond With Employees
Employees like working from the comfort of their homes and still like to bond socially for team activities that are fun and relaxing. In a hybrid model, team retreats can be organized that will bring all the employees together. They can unwind and bond with each other in an informal atmosphere.
8. Be A Role Model
Teams adapt to their manager’s style of working and employees pick up many habits from them. So it is imperative to be a role model to your team. If you adhere to work timings and maintain a strict no communication outside working hours policy, your teams will follow suit.
A hybrid working model is in its infancy phase. There can be many things that will work and some that may not work at all. The strategies that you adopt for a seamless transition have to suit your organization’s requirements.
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