The hybrid workforce: 4 steps to get it right
Transitioning to a hybrid model will require ongoing investment to successfully rethink how we work and communicate.
As COVID-19 continues to hit regions across the US, companies and business executives alike are tasked with reimagining how their employees will work in a post-pandemic world. While 47% of companies plan to allow employees to work from home permanently, 82% of organizations plan to incorporate remote work just some of the time, resulting in a hybrid workforce where employees will split their time between a home and main office.
Related: 10 questions companies should address for a remote-work environment
However, adopting a hybrid model won’t happen overnight. It will require ongoing investment from senior management to successfully rethink how we work and communicate, without sacrificing the company culture and employee collaboration that many workers have come to rely on.
Here are four tips to successfully integrate a hybrid workforce model into your organization:
1. Reskill hybrid employees for the future of work
In today’s new working world, trust, cooperation and accountability are the tenants that will keep teams successful and productive, despite geographical restrictions. This is where new technology and collaboration tools come into play, helping in-person and remote employees stay connected and accountable. However, adapting and getting used to these technologies is no easy task–87% of executives report they are already experiencing skill gaps in the workforce.
COVID-19 has further highlighted–and even accelerated–the need to reskill employees to meet the demands of today’s new working world. As we look ahead, it is up to leadership to prioritize reskilling efforts, and to help hybrid employees adopt the technologies needed to drive enhanced productivity and bottom-line success. This includes company-wide training sessions, town halls, and even individual training courses on specific tools. While it may take some extra time in the upfront, the long-term benefits will quickly be felt across the entire organization.
2. Understand the skills that make for the best hybrid employee
While nearly 30 million Americans are currently unemployed, many companies are still hiring or will be looking to hire in the near future, filling roles that have become vital during the pandemic. Case in point: Kroger has hired more than 100,000 workers since mid-March and will be filling approximately 7,000 more positions to keep up with consumer demand.
As job roles and responsibilities change in a pandemic world, it is up to recruiting and hiring managers to keep a close pulse on the traits that will best determine long-term hybrid success. For example, while hard skills like coding, engineering and data analysis were once seen as the core determinant of a candidate’s performance; today, soft skills like collaboration, resilience and agility will be equally, if not more important.
Ultimately, remote working and hybrid models are uncharted territory for most, and there will always be a learning curve for these new situations and roles. However, employees who can adapt and quickly pivot towards the demands of a hybrid workforce will come out on top.
3. Look to digital hiring to make the right hires–the first time around
COVID-19 is transforming industries in days versus years and hiring is no exception. As companies look to fill open positions, recruiters can turn to digital hiring to make the most effective hiring decisions. Digital, remote-ready, AI recruitment and candidate screening tools–from pre-hire assessments to virtual interviews–can help to bridge the gap between talent and accessibility, all while driving enhanced efficiency and long-term employee happiness. Further, without geographical restrictions, digital hiring can provide companies with access to a larger and more diverse talent pool than ever before.
4. Make corporate culture a top priority
Workplace culture is a significant factor in talent acquisition and employee retention. As such, 30% of employees stated concerns around the losing corporate culture (e.g. casual conversations in the cafeteria, hallways, coffee room) they have become accustomed to. Now is the time for companies to invest in their employees’ well-being and establish wellness as a core pillar, not a perk.
During a time when the boundaries between personal and professional life are blurred, senior leadership must double down on policies that drive long-lasting positive impact. This includes regular employee-manager check-ins, recognizing employees for their hard work, and promoting paid time off.
COVID-19 has catapulted companies into a remote workforce practically overnight, and while some have seen this time as a growth opportunity, others are falling behind. Those companies that can best adapt to the current circumstances and prepare a strong proactive strategy for their employees will future-proof themselves against the competition.
Alicia Seager is director of people and culture at OutMatch.
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