There’s been a lot of recent news about return-to-office mandates and almost as much corresponding coverage about employee pushback. We’re now three years removed from the World Health Organization declaring COVID-19 a global health emergency and the resulting work-from-home structure for many organizations and employees. As recently as last year, 61% of workers still chose not to work at their traditional offices, according to a Pew Research Center study. The “Big Return” or “Return at All” remains at the forefront of employees’ minds and also provides an opportunity for organizations to determine and reshape their cultures.
The pivot towards hybrid and remote work settings empowered many to be more productive and take charge of their work-life balance. It also allowed for the much-needed adoption of collaborative platforms and technologies. The Appspace 2022 Digital Workplace Trends and Insights Report found that 32% of respondents hope to stay in fully-remote positions long-term. Additionally, 63% of employees are more willing to work with companies offering flexible workplace options.
Organizations have two options: To ignore their employees’ feedback or listen to their needs. Keeping a flexible workplace culture can go a long way in boosting efficiency, team engagement, and satisfaction. Internal teams want to feel heard, and with many industries still facing talent shortages, those that listen will have the upper hand in talent retention and sourcing.
Here are five reasons why executives should prioritize the evolution of remote and hybrid work environments.
Enhances Engagement and Performance
Business leaders want to drive employee engagement and performance when making decisions. Workplace flexibility allows individuals to work more without traditional office distractions, reduce turnover, and boost profitability. Those who wish for flexibility are also happier in their everyday roles, thus improving engagement and reducing the odds that they will look for new opportunities.
Of course, this flexibility must be paired with an emphasis on digital transformation. With 56% of employees unable to locate digital documents while working remotely this year, executives must implement unified and easy-to-use communication tools to improve hybrid and remote experiences.
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And although it may seem that employee engagement mainly benefits the employee, it can also benefit the employer in a number of ways as well.
Open lines of communicationIn order to make sure that your employees feel valued and listened to at work, you need to make sure that the lines of communication are open at all times.
There are a number of different ways that you can communicate with your employees on a daily basis, like having one-one-on or group meetings regularly, sending them emails or messages when necessary, or even calling or video-calling them when they are far away.
If you can communicate the values and expectations of your company to your employees and make sure that they understand what is expected of them at work, you will find that employees will perform better, because they know what needs to be done in order to do their job each day.
Employees that are more engaged and satisfied with their place of work are found to be more likely to contribute to their workplace a lot more than employees that are not happy at their workplace.
Manage your staff betterIf you have an understanding of what is going on in your workplace and why, you will find it easier to manage your staff on a daily basis, and this can be achieved through employee engagement.
The crisis caused by the COVID-19 pandemic is the current scenario with which companies find themselves and is one of the greatest challenges for HR professionals.
It is the workers and their daily tasks that mark the operation of a company, from the finance intern to the national sales manager, each one has a role, achieves objectives and represents value for the company.
Promote remote activities among small random groups.
Those responsible for human resources must be aware that it is an exceptional situation, and when it ends they need everyone to be as committed as when it started, they will also need an extra to be able to resume a rhythm of work damaged by the stoppage of many operations.
For example, create remote weekly yoga meetings, or meet them to see a movie and then comment on it, propose a simple cooking class, or even create hour-long sessions with entertainers who virtually entertain the little ones, giving that respite to part of your workforce exhausted from having to reconcile work with children.
Create a weekly # to comply and promote it on the internal social network or even on the company Linkedin Aren't celebrities challenging each other?
Finding Online games for employee engagement to suit employees with different interests and passions can be a challenge.
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