At the end of 2020, most of us expected that 2021 would feel like “going back to normal” and companies will start bringing people back to the office full time. And even though some organisations tried this approach, the response from the workforce was clear – people demand flexibility and the option to work from home at least some of the time.
And just like that, employers had to face another challenge – how to make ‘hybrid work’ really work and be fair for everyone in the company.
We, at Qlearsite, also had to find the best practices that work for us and as the year comes to an end, we wanted to share with you what we learnt.
From the limited choice of location and some dip in productivity to lack of right tools and trust that employees are actually doing the job, there’s a lot that needs to be improved if we want to move forward with remote or hybrid work.
This doesn’t mean that a successful remote work model is impossible. What businesses need to do is to be open, optimistic and most importantly ready to listen to what their people really want.
Compensation, work-life balance, location and future career opportunities are some of the aspects of EVP that still matter. But this isn’t everything. The pandemic changed the way we work and the way we prioritise what’s really important to us.
If companies want to save the organisation money and to reduce turnover they should try and get their EVP right. This article gives very useful tips that can help you develop an EVP that meets the changing expectations.
One of the biggest challenges of remote and hybrid work has been how to avoid proximity bias and give everyone equal opportunities to participate in meetings and be recognised for their work.
If you’re a business leader who is leaning towards adapting a hybrid working model then it is important to understand why proximity bias is an issue and what to do about it.
As always, we suggest keeping in touch with your employees and getting regular feedback to stay on top of any issue.
When we talk about the future of work we consider things like getting the right tools, improving collaboration and tackling proximity bias. And while all of this is without a doubt very important we should also think about what organisations can do about improving the wellbeing of their staff, especially in the hybrid world.
From regular check-ins and inclusive policies to providing external support, this article is a good summary of how HR and managers can play a vital role in tackling mental health issues in the workplace and helping their people to overcome difficult moments.
We’re sure that when you think about the future of work you probably have an overwhelming amount of questions. This is normal as we all want to enter next year better prepared and ready to thrive.
Take this article as a very useful guide on how to start preparing for next year in just 15 minutes – from how to bring your people back to the office safely to how to transition to hybrid work and keep your staff happy.
It’s difficult to have all the answers and not to make mistakes, it’s a learning experience for all of us. What matters is that you listen to your people and take their feedback seriously.
Thanks to Qlearsite Foundation you can do that fast, easy and at an affordable price.
Try it for free now: