{"id":3943,"date":"2021-01-11T06:32:33","date_gmt":"2021-01-11T06:32:33","guid":{"rendered":"https:\/\/www.inpulse.com\/?p=3943"},"modified":"2021-01-11T06:32:33","modified_gmt":"2021-01-11T06:32:33","slug":"how-to-establish-a-steadfast-employee-experience-with-a-hybrid-working-model","status":"publish","type":"post","link":"https:\/\/thirteencreative.co.uk\/inpulse21\/how-to-establish-a-steadfast-employee-experience-with-a-hybrid-working-model","title":{"rendered":"How to Establish a Steadfast Employee Experience with a Hybrid Working Model"},"content":{"rendered":"

We\u2019ve all heard the term \u2018remote working\u2019 – working outside of the office in a completely different location (i.e from home). But since regulations change frequently depending on tiers, we\u2019re finding ourselves oscillating between working in-office and working remotely. \u2018Hybrid\u2019 working best defines this style of working, which we\u2019re becoming more accustomed to as the weeks roll on.\u00a0<\/span><\/p>\n

And, if the pandemic has indeed changed the world of work for good and businesses maintain this flexible arrangement, then we\u2019ll be using the term \u2018hybrid working\u2019 indefinitely!\u00a0<\/span><\/p>\n

With any new style of working, especially with the hybrid model, it\u2019s only fair to question how we\u2019d maintain important employee behaviours and collective behaviours – like employee engagement, culture and employee experience.\u00a0<\/span><\/p>\n

Hybrid working and its effect on employee behaviour<\/strong><\/h3>\n

Interestingly, <\/span>employee engagement<\/span><\/a> and culture are much easier to maintain with a hybrid model – because they\u2019re both, to an extent, the responsibility of management. <\/span>If management is investing and taking action to improve these areas, they absolutely improve and are maintained.<\/span><\/p>\n

Employee experience on the other hand is tricky. How does a new employee, working between \u2018home\u2019 and the office, measure their employee experience?\u00a0<\/span><\/p>\n

And if their experience is positive or poor, can they decipher what is influencing it if they work in two different locations?\u00a0<\/span><\/p>\n

Let\u2019s say their home office is poorly set up, they\u2019re distracted by family members, or have a poor internet connection and bad lighting (whatever the case may be), and are therefore troubled by their working experience, do these feelings influence what they think of their employee experience in its totality, and would it distort their perception of their job and their company? Would they know that their negative feeling towards their experience is merely their frustrations with their home-office?\u00a0<\/span><\/p>\n

Would these feelings influence employee engagement? If they did impact their levels of engagement, how could management possibly know that they\u2019d need to intervene and that it\u2019s possibly their poor home-office set up that\u2019s the cause?\u00a0<\/span><\/p>\n

That\u2019s the thing, management cannot possibly know (unless there\u2019s some kind of communication that directly addresses it), but with the correct procedures and processes management can<\/em> avoid these issues from the very beginning.\u00a0<\/span><\/p>\n

Here\u2019s how to maintain employee experience with a Hybrid working model:<\/b><\/h2>\n

1. During onboarding, ensure the employees\u2019 home-office is set up for success\u00a0<\/b><\/h2>\n

Managers need to remember that quality equipment necessary to successfully work from home are luxuries that some people simply cannot afford. If managers want to avoid any possible disruption to employee experience and most importantly, employee performance, home-office equipment needs to be approved and replaced if necessary. For example, a reliable wifi connection, the correct chair for the desk in use, a reliable laptop and anything else that may be necessary to carry out work-related tasks.<\/span><\/b><\/p>\n

2. Slowly ease into hybrid working with new employees if possible\u00a0<\/b><\/h2>\n

If possible, ensure new employees are onboarded in-office and slowly move to hybrid working after a few weeks or even months. This way you can get to know them better, while they\u2019re able to learn and experience the company\u2019s culture, build relationships with their colleagues and managers, and integrate into the team seamlessly with little interruption. This way too, they can build a solid understanding of what they feel towards their employee experience, without these feelings being distorted in any way – which is a risk if they\u2019re working in different locations.<\/span><\/p>\n

3. Conduct regular pulse surveys to develop your understanding of your employees\u2019 needs before problems arise\u00a0<\/b><\/h2>\n

Pulse surveys<\/span><\/a> are incredibly effective – what\u2019s there to lose by creating a communication channel with your people, asking them the burning questions you desperately need answers to and acquiring data you can use to make decisions and reflect on later down the line? By asking your people what they need and feel and what their concerns are, you\u2019re able to uncover the areas that need your attention and solutions. And by addressing them you solve problems before they even become problems!<\/span><\/p>\n

4. Commit to building diverse, inclusive teams\u00a0<\/b><\/h2>\n

Just because you and your teams are working differently, it doesn\u2019t mean your people-related goals should change. Most businesses are committed to building diverse teams – both racially and culturally, in terms of skill and expertise, age, gender, sexual orientation, in fact the more diverse the better. Did you know <\/span>workplace diversity improves financial performance<\/span><\/a>? Even if you weren\u2019t consciously working to build diverse teams, you still can – your hybrid working arrangement will not and should not affect the way you build your teams and hire people.<\/span><\/p>\n

5. Keep communication strong between managers and team members\u00a0<\/b><\/h2>\n

To build and run a successful company communication is always critical. Remote working and now hybrid working has proved it once again and has demanded even stronger communication channels. Communication is better in-office because it\u2019s easier. You need to chat to a member of your team? Walk over to their desk. Working in different locations means communication takes time and much more effort, but it\u2019s worth it. If communication is weak, especially between manager and employee, you\u2019ll risk damaging engagement and they may begin to feel isolated from the team which both greatly affect the employee experience.<\/span><\/p>\n

6. Nurture health and well-being with a special focus on work\/life balance\u00a0<\/b><\/h2>\n

Employee health and wellbeing is nothing new, but its importance has been amplified more than ever over the past year, with employee <\/span>work\/life balance<\/span><\/a> being a core focus. A poor work\/life balance affects employee engagement, productivity, performance and a whole host of factors (mental health etc), and greatly affects the employee experience too. To avoid disengaged employees or even losing them altogether, be supportive, understanding, encourage communication, ask them how they feel regularly and ensure you\u2019ve created a sense of belonging to avoid feelings of isolation when they\u2019re working remotely.\u00a0<\/span><\/p>\n

7. Build camaraderie and a feeling of belonging\u00a0<\/b><\/h2>\n

As we touched on in the last point, working remotely can bring up feelings of isolation amongst employees. But not only that. Because autonomy is extreme in remote working cases with no managerial presence or colleagues around, some employees forget they\u2019re even part of a team. They forget they\u2019re part of a bigger picture, and sadly even forget their purpose and the vision that once motivated them. Without positive feelings about their job, the company and themselves, an employee\u2019s working experience is not a positive one which can lead to a lack of teamwork and motivation, poor communication, poor performance and many other negative behaviours can develop when employees work from home. It\u2019s why it\u2019s so important you remind your people of the team and company goals and vision and their part in it. Acknowledge their efforts and the progress they\u2019re making personally and for the growth of the business. Ensure there\u2019s camaraderie – that everyone is still working \u2018together\u2019 even when they\u2019re not together.<\/span><\/p>\n","protected":false},"excerpt":{"rendered":"

We\u2019ve all heard the term \u2018remote working\u2019 – working outside of the office in a completely different location (i.e from home). But since regulations change…<\/p>\n","protected":false},"author":2,"featured_media":3944,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"content-type":"","inline_featured_image":false,"_uag_custom_page_level_css":"","footnotes":""},"categories":[6,12],"tags":[],"class_list":["post-3943","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-experience","category-hybrid-working"],"acf":[],"yoast_head":"\nInpulse Blog \u2013 Employee Engagement Software<\/title>\n<meta name=\"description\" content=\"With any new style of working, it\u2019s only fair to question how we\u2019d maintain employee and collective behaviours, like employee experience.\u00a0\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" 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