So you embraced the hybrid workforce model. Now what?
The decision is in, and it's not "return-to-office" or "work-from-home", it's hybrid. Most companies have chosen three days of work at office and two from home. Nicholas A. Bloom, a professor at Stanford University's Department of Economics, says this arrangement is expected to benefit both companies and employees, with productivity increasing by 5% and an increase in employee satisfaction.
However, making hybrid workplaces function effectively requires CHROs to strategize differently. The challenge lies in the fact that it’s not the same as managing people remotely during the pandemic, and of course it’s not the way it used to be when everyone worked in person from brick-and-mortar offices. Hybrid workplaces have their own set of novel challenges and need the setting up practices that balance fairness for all when teams are split—some remote, some in the office. Managing inter-team communication and co-ordination, building and nurturing a common company culture, inducting new-hires or managing work stress—all require a paradigm change in this new normal.
In a study titled “Does Working from Home Work? Evidence from a Chinese Experiment”, Bloom and his co-authors posit that managers tend to have a bias towards promoting people who work in offices than those who work from home. It falls on HR to maintain a balance between personal preferences and organizational mandates. They are required to be aware of employee morale and wellness while also creating efficient workplace structures. Employees have their personal preferences for the days of the week they want to work from an office that is dependent on their commute, lifestyle, partner, family needs and many other complex factors. Should every individual be allowed to choose or do teams get to choose collectively and in tandem with other teams they work with? These challenges arise as organizations embrace hybrid workplaces, and the role of HR leaders in fostering revised practices becomes increasingly critical.
Wise HR heads realize that a successful hybrid work model requires a combination of technology tools and reworked best practices. Technology is a great enabler to successfully meet these challenges and set up new efficient procedures for a hybrid workforce. The right technology tools bridge the physical distance between team members, streamline processes and foster a culture of productivity and accountability.
Top five tools
The top five digital workforce enablement tools that are trending for an accelerated adoption in a hybrid space are:
1. Internal Job Boards and Talent Marketplaces: Talent marketplaces critical for hybrid workplaces as they help mitigate the bias of the "out of sight, out of mind" phenomenon. These tools pair individuals with suitable opportunities and potential roles based on their abilities, interests, and preference
Talent sourcing solutions like Office Troops ensure that all employees have an equal opportunity to be considered for new opportunities, regardless of their physical location. These marketplaces provide a centralized platform for HR leaders to match employees with new opportunities within the organization, effectively harnessing internal skills, tools and tribal knowledge before looking outside for talent.
With employees working remotely, talent marketplaces help maintain an inventory of skills, address skills gaps and address talent shortages by proactive development programs. It leads to promoting employee career growth, as well as increase retention and engagement within the organization. Internal marketplaces also assist HR leaders in fostering a culture of internal mobility, budget planning, developing proactive employee retention policies and also help employees self-navigate their career paths within the organization.
2. Employee Experience Tools: Employee experience tools and platforms aim to improve employee satisfaction, engagement, productivity, and retention by providing a seamless and streamlined experience throughout the employee lifecycle. These tools range from collaboration platforms that facilitate communication and teamwork, to performance management systems that enable employees to track their progress and receive feedback from their supervisors, or those which automate routine everyday tasks. By investing in these tools and platforms, HR leaders create a positive work environment that fosters growth and development, and ultimately leads to better business outcomes.
Moreover, experience tools facilitate access to experiential learning opportunities that allow employees to acquire new skills or polish existing ones. Availability of online support, feedback and training resources ensures that employees can perform their jobs effectively in a hybrid environment. When a common platform is used, CHROs ensure that everyone receives the same inputs in and out of the office, is up to date with the latest information, and can access training materials at their own pace, fitting self-development time into their schedules.
Integrated analytics provide insights into learning outcomes, identify gaps in knowledge and any additional support needed. An effective online system increases employee engagement as they feel supported and valued while improving their performance and retention. In a hybrid work environment, implementing employee experience platforms is emerging as a strategic priority for HR leaders to retain and develop the best talent.
Microsoft Viva is a great example of an intuitive, integrated employee experience platform that makes connecting with colleagues easy. MS Viva provides employees with a single, unified interface to access various tools, applications, and information related to their job functions. From an L&D standpoint, it can integrate content from multiple sources like top 125 LinkedIn courses or configure the organization's own repository of learning content besides adding other learning content providers like Cornerstone.
3. Meeting Tools: The adoption of meeting tools has been instrumental in enabling hybrid workforces. Since these play a critical role in ensuring productivity and effective collaboration, it is important for HR leaders to be involved in their adoption and implementation. With the right meeting tools in place, teams communicate effectively, share ideas, stay connected and achieve their goals faster.
Meeting tools like video conferencing, instant messaging, and screen sharing also enable geographically dispersed team members to work together in real-time, improving efficiency and agility. With features like recording and transcription, it is also easier to track discussions and decisions made during meetings. Since meetings may involve confidential discussions, CHROs must ensure security and access control.
Examples of meeting tools that have these features include Zoom, MS Teams, Webex and the Bolo Global app, among others.
4. Employee Wellness Apps: Online services and apps have emerged as a popular and effective way to support employee wellness in hybrid workplaces. These offer a range of wellness-related resources, including mental health, fitness programs, nutrition advice, and stress management tools. They can be accessed remotely, making them ideal for hybrid workplaces.
Wellness Apps help organizations breed a healthy and productive work environment, reduce employee absenteeism, and increase employee engagement and satisfaction. With easy access to wellness resources, organizations show that they are committed to their employees' welfare and support a work-life balance.
Examples of wellness apps include Wellness360, Pulse, Kona among others.
5. Onboarding Tools and Chat: Onboarding chatbots are virtual assistants that use natural language processing (NLP) and machine learning to provide personalized support to new employees during their first few weeks on the job. By automating routine tasks and answering frequently asked questions, onboarding tools like Clickboarding free up valuable time for HR teams and managers to focus on more strategic initiatives.
Innovative onboarding chatbots are gaining popularity as they effectively bridge the gap between remote employees and their in-office colleagues, providing them with the same level of support.
Conclusion: HR leaders need a combination of technology tools and updated best practices to cultivate an effective hybrid workforce that is fair for all employees, no matter their location. HR leaders are spearheading the implementation of tools that empower their employees with improved communication, collaboration and outcomes. By leveraging technology, devising new best practices and offering ongoing support to their teams, these HR leaders establish a thriving hybrid work model that benefits both the employees and the organization.