Implementing a hybrid working model, as most companies have done in the last 18 months, has raised many challenges from a HR perspective. From ensuring consistency in working practices and productivity, to creating a culture that supports and facilities effective hybrid working, as well as dealing with reluctant employees who aren’t comfortable working in a shared space anymore. Establishing an effective hybrid working arrangement requires effective communication and clear processes for it to be successful.
Whilst at the time of writing this, the government is now encouraging working from home again where possible, it is important that organisations are still able to deal with some of the common challenges relating to hybrid working from a HR perspective:
Consistent and persistent communication
Hybrid working is not always the correct approach for every organisation, some feel that they can operate a completely remote workforce, whilst others need their staff in the office due to the nature of the business. It is important that the personal preferences of managers don’t override or affect the implementation of hybrid working models.
The key is to be clear and consistent in your communication with employees. It needs to be set out in writing, with regular reminders so that the messaging is clear. Consider whether you want designated days of working in the office together, or whether certain teams need to have assigned days for collaboration and information sharing.
Avoid a two-tier workforce
Whatever working arrangement you decide, it is important that it’s fair for everyone. HR should create a clear foundation in the form of policies and procedures that recognise and reflect the needs of the business and the needs of all employees. Otherwise, it could lead to a culture where only those who attend the workplace are recognised for the work that they do, or remote workers feel left in the dark and unsupported.
Dealing with reluctant returners
According to Xpert HR, three in four (74.9%) of the 375 respondents in a survey said they were aware of employees within their organisation who were currently reluctant to return to the office, even on a hybrid basis.
The pandemic has affected people in different ways; some may be anxious about travelling on public transport to get to the office or returning to an office environment. Whilst others have found that remote working fits their lifestyle better with family commitments etc.
It’s about weighing up and finding a suitable compromise between the demands of the business and looking out for your team’s wellbeing. HR should try an encouraging approach, whilst not forcing anyone – certainly in the early stages. A slow and ‘testing’ approach will allow the business the space to review and amend if necessary and find out what works best for both the business and its people.
Regardless of what hybrid working approach you choose to implement, we can help you create a clear and effective process that works for your business and keeps your employees happy and engaged.
Contact us for a consultation on how we can help implement an effective hybrid working approach.
