The pandemic has forever changed the workplace. Employers suddenly found themselves at a crossroads, trying to accommodate employees evolving expectations, follow pandemic Worksafe plans, all while balancing business and productivity goals.
The world of the workplace has changed post-pandemic and paved the way for a new workplace model, the hybrid workplace. Hybrid workplaces are on the rise, ‘82% of business leaders plan to allow employees to work remotely some of the time’ according to a recent Gartner survey.
What is a Hybrid workplace?
The hybrid workplace is a business model combining remote work with office work. A hybrid approach aims to provide an optimal balance of productive work with reduced stress and less commuting. In this arrangement, employees can perform their tasks from the office, while occasionally doing some of their work from outside the office (mostly their homes) with readjusted, more flexible work schedules to accommodate both remote workers and those stationed at the office.
There is no one-size-fits-all solution for Hybrid workplaces given the variety of roles, work requirements and business needs. As such all business leaders should consider an arrangement that both suits their business and employee needs.
The driving force behind the decision to go hybrid or remote should be for employees to work where they feel most productive, comfortable and healthy, whether this is at home or in the office. Many companies may try to work remotely to cut back on office costs, but this can ultimately lead to workplace inefficiencies.
For hybrid and remote workplaces to be successful, businesses must invest heavily in the following areas of human resource management:
- Implement a ‘Flexibly work policy’ with set clear expectations and guidelines for employees and acknowledge all employees need to meet in-person occasionally, even if they’re fully remote.
- Implement a ‘Work from home / Remote working policy’ and subsequent guidelines and applicable Workplace Health and Safety procedures for the remote workspace.
- Invest in Information Technology to securely support remote work/ work from home technology requirements.
- Emphasis on employee productivity, not efficiency. With some employees working remotely, it becomes important to pinpoint who’s directly responsible for what project, and have a clear understanding of how much they can realistically achieve in a day. The focus for management becomes improving productivity, supporting teammates with the resources they need and scoping projects in a clear workflow with clear accountability.
- Emphasis on improving employee engagement. Employee engagement is a consistent predictor of many businesses success outcomes, including customer loyalty, profitability and sales. More and more potential employees are looking for jobs that offer greater work flexibility to work where and when they want. If you do not have a work flexibility policy, you may be losing out on top talent in your industry and hindering employee engagement and in turn performance results.
- Training and re-training. On all facets of remote working requirements and IT requirements to ensure a smooth workflow.
The new future of the workplace is more than likely to be centred around people and how they connect to each other with an inclusive culture that is open, flexible, boundary less with increased productivity employee engagement and satisfaction.
It can be a daunting prospect for businesses and managers to not only know where to start, but how to manage hybrid work arrangements.
Akyra can provide you with a review of your workforce to assist with identifying training needs and develop Hybrid workplace policies and guidelines... plus, a multitude of additional HR tailored services and support to get your new year and business off to the best possible start and ensure you are compliant with the Fair Work Act.
Every industry and business will have unique requirements and for further guidance or advice on human resource management. Contact us now to book a time to discuss any areas of HR concern; after which we will provide a way forward where it might be needed.
Source: (Gartner, Return to the workplace benchmarks survey, Gartner Inc. 5 June, 2020)
Tags: Hybrid Workplace, Flexible Workplace Policy, Work From Home Policy, Workplace Planning, Workplace Trends, HR Trends, Workplace Policy, Policy And Procedures, Miscellaneous Award, Award Changes, Wages, Shut Down, Annual Leave, Modern Award, Small Business Fair Dismissal Code, Redundancy, Entitlements, Award Wages, Wage Compliance, Wage Theft, Wage Underpayments, Qld Legislation, Employer Branding, Employee Engagement, Entitlements, WH&S, WH&S Legislation, Personal Leave, Carers Leave, Sick Leave, Annual Leave, Stand Down, JobKeeper Extension, Fair Work Commission, FWC, Fair Work Act, Disputes, Annual Wage Increase, Wage Underpayments, Underpayment Of Staff, Covid Safe Plan, Return To Work Plan, Post Pandemic Workplace, Employee Engagement, Human Resource, HR, HRM, Human Resource Management, Employee Handbook, Policy And Procedures, Employee Management, Termination, Trust In Your Organisation, Full Time, Part Time, Casual, HR Consultant, HR Advice, Employment Agreement, Stand Down, ATO, Australian Taxation Office, Redundancies, Retrenched, Retrenchment, Covid-19, Covid19, Job Keeper, Jobmaker, Jobkeeper, Job Seeker, Jobseeker, Employment, Employment Relations, Employee, Staff, Policy And Procedures, Workplace, OH&S, Work From Home, Employment, HR Advice, HR Consultant, HR Support
- 3 reasons for a stand-down
- 2 salesman + commission-only salaries = 1 hefty fine
- 4 HR audits to improve business
- Employee personal information – when is it your business to know?
- Casual or Permanent – the 7 questions to ask