While most of the business and HR leaders are busy getting out their first post-pandemic office strategy, many businesses are looking forward to a more hybrid remote approach. By introducing the new approach, the employees will follow a mix of remote and in-office work.
After the coronavirus outbreak, mega work transition, and the suffering experienced in the past, the hybrid work model seems like the perfect solution. However, like most of the plans, the devil’s in the details with the hybrid work model as well. The hybrid plans have the potential to turn some good times into stresses for employees and the company. The hybrid can result in havoc in a company plan of hiring, retention of an employee, and overall morale. After encountering a crisis for a long time the companies are ready to head to their post pandemic plan with a purpose and intentionality. But unfortunately, a hybrid approach allows neither.
Finding Hughesnet in my area , a secluded workplace at home, and a little bit of sanity at stake was enough to blend in remote working standards. But for adapting the hybrid model there is a lot more effort required. Similarly, companies need to prepare themselves beforehand for the hybrid work approach.
Embrace a Remote Work mentality
A hybrid work model can create a facto system. If not systematically then there are high chances that those working in the headquarters will benefit more than those working from home. From easily attending the hallway meetings to collaborating over lunchtime – it would be easy for in-office employees to get hold of the work situation easily as compared to those working at home. In such a situation leaders need to invest in tools that can help them avoid creating a class barrier between the two working classes and ensure that everyone is on the same page. This can only happen through improved communication tools, especially for those working from home. Moreover, the manager needs to be trained in a way that they do not promote the class system. Instead, employees should create and ensure a discipline that keeps everyone on the same channel regardless of their work location.
Anyone who is not coming to the office should not be treated like an outsider or a second-class citizen. They will often feel hindered in their ability to more their job well and feel connected to the rest of the employees.
Here is how you can combat such a situation
One way to combat such a situation for the company leaders and managers is to first accept that there is no going back to normal working. There will be hard times adjusting to the new working mode but if we start with accepting the reality the adaption will become easier.
The headquarters and company can combat remote work problems, by making remote work a priority. For example, if anything work-related is being discussed in the office no matter how minor it should be written for those working from the office. If a manager has a question for the team and even it can be answered by those available in the office, he or she should still post the question on the online channel first rather than addressing it in person.
Retain employees by giving them what they want
A majority of workers after tasting the work-from-home lifestyle are preferring to continue with remote work. Many companies are forcing their employees to return back to the office which might result in more employees making their minds for moving somewhere where remote work is a priority.
With a decade-long shortage of software engineers, there is a high chance that employees will dictate their own remote-friendly work terms. Therefore, it is important for companies to provide their current employee with the work conditions they want. Some of the world’s largest companies including Facebook, Twitter, Salesforce, and many more have introduced full-time remote work options for their employees.
How to combat this: As more businesses are portraying remote working models, the executives will need to give employees reasons to stay in their companies.
Mentorships, strong manager-employee relations, online training can go a long way towards keeping employees connected with the company.
Other than this offering flexible schedules, a better work environment, remote-friendly benefits, and more can contribute to the retention of employees.
Remote work is staying
It might be hard for companies to accept, comprehend, and adapt but the truth is that future is rmoetw work. Leaders who want to wear their hybrid plans to work need to embrace remote work.
