Although the shift to a more
flexible work environment has been gaining momentum for some time, the pandemic
has significantly accelerated its acceptance.
The degree to which employers
support a hybrid or remote work arrangement for their workforce can make a
difference in their ability to hire and retain staff as both employed workers
and job seekers alike place a heavy emphasis today on things like job
stability, the ability to perform meaningful work and flexibility in work
arrangements. However, management within organizations operating in a hybrid
environment are likely to experience both the benefits and the
challenges. In addition to giving employees what they want and boosting
hiring efforts, retention and overall productivity, business leaders are also
faced with the task of promoting effective communication, employee engagement,
idea collaboration and cultural growth.
To successfully promote and
maintain hybrid work environments, employers may consider utilizing a few of
the following strategies:
- Invest greater resources in
team building.
This is more important than ever with a workforce lacking interactions at
the office. Creating a solid foundation through effective employee
engagement will allow for greater collaboration and increased worker
productivity.
- Treat all employees fairly. Successful hybrid operations
ensure that all employees, whether they work from home or the office, are
considered for special projects and promotions. They also provide their
on-site workers the same flexibility in scheduling and hours worked as
those that work remotely.
- Empower employees. Business leaders shouldn’t
fear encouraging employees to accept new responsibilities. Create an
environment that fosters innovative thinking, allowing workers to be help
create the parameters of their new workspace.
- Trust employees. For many business owners and
managers, the hybrid work model represents a significant shift from the
traditional leadership roles they may be accustomed to, whereby they were
physically present, monitoring daily operations with their eyes and ears.
Successfully transitioning to a people-centric style that trusts workers
even when not in sight is critical to the model’s success.
- Focus on outcomes. Leaders should look to judge
employee productivity by the level of contribution instead of the number
of hours worked. Allowing for a more fluid work environment with efficient
use of resources can fuel enhanced job performance, making the final
outcome more important than the schedule used to achieve it.
- Rethink communication methods. Remote work requires more
creative methods of communication. Utilizing a platform that fosters
knowledge sharing, leadership visibility and targeted communications is
essential in maintaining effective two-way communications between
management and employees. And just because employees aren’t in the office
doesn’t mean their schedules should be full of numerous zoom meetings. Try
utilizing communication that provides for more one-on-one, targeted
discussions when appropriate.
The
Lower Bucks County Chamber of Commerce offers its members access to My Benefit
Advisor as a solution for employee benefits, including voluntary offerings. For
more information about My Benefit Advisor, visit our website at
lbccc.mybenefitadvisor.com or contact Marlon Richardson at (215) 790-3640.
