How HR teams can remain at the forefront of a blended workforce
Check out this roadmap for HR professionals covering three important considerations for our new and varied ways of working.
The world is gradually returning to physical worksites, but it’s not like before – many businesses are deploying hybrid models that will allow some (if not all) employees to work remotely part-time. Other organizations have initiated a remote-first policy that will allow their teams to continue working from home indefinitely.
At the same time, employees are thinking long and hard about their future and their return to work, particularly the frequency with which they’ll head to the office and how their roles might change. In reconsidering their relationship with work, employees may take a second look at the gig economy, which provides a less restrictive, contract-based approach to work. This offers a level of flexibility that simply was not available to prior generations, empowering people to choose when and where they work. Instead of seeking employment with one organization, it is now possible to hold multiple roles with different companies.
Related: Working in a remote world: Ways to be efficient and mobile
In order to keep up with these changes and ensure that employee needs are met, HR teams need to remain at the forefront of this blended workforce. They can accomplish this goal – and fulfill employee expectations – with a roadmap covering three important considerations for our new and varied ways of working.
1. Prepare for a workforce unlike any previously established
Whether working an entry-level gig after college, a lower-skilled role without a degree or a specialized job with a specific skill set, the allure of the gig economy cannot be denied. Instead of being tied to one employer, many people will be interested in working for multiple organizations at the same time, or move from one company to the next on a contract-by-contract basis.
The same can be said for those who prefer a permanent role – they may wish to split their time between the office and home or work predominantly from one place. With these new dynamics to consider, HR teams will need to plan for a blended workforce that may differ from any arrangement previously established. The upside is not limited to employees alone – by offering the flexibility job-seekers are looking for, organizations can discover a whole new pool of talent.
To achieve this goal, HR teams must truly understand how their employees want to work and monitor their preferences over time to spot changing trends. Regular employee polls, combined with market-wide barometers, will help teams understand what their current employees are seeking while attaining a greater understanding of how the wider industry is evolving. This will help businesses ensure that they are adopting the right support structures and flexibility policies to attract new talent and keep their best people on board.
2. Support individual careers and lifestyles with personalized benefits
This new, blended workforce will also require changes to the way employers create a sense of belonging and a sense of purpose among employees, and how to actually enable people to work effectively together. It begs the question: how do you enable people to be productive in this environment?
As someone who has spent a lot of my career traveling for business, I always felt that if everyone is on a Zoom call, it’s a leveler. If everyone is in a meeting room together, it’s a leveler. The difficulty is when you have some people in a meeting room and some on Zoom. Employers will need to think about how they can get their staff to work together effectively without disruption.
We’re going to see a continuation of the trend of personalized benefits to support individual careers and lifestyles. From benefits administration software to employee engagement tools and innovative programs that help to improve an organization’s diversity and inclusivity, businesses must continue to accelerate their digital transformation and capabilities to meet employees’ evolving needs. Benefits pots are an invaluable tool here, allowing organizations to allocate a set dollar amount per employee that’s aligned to their people strategy. Employees can then choose how they spend their funds, opting for the benefits and rewards that best suit their needs and their own way of working.
3. Lead by example to create a truly inclusive working experience
Technology can only go so far, however. Companies that embrace flexible systems and approaches must also embrace them culturally. This requires senior leaders, HR teams and boards to lead by example and encourage a truly inclusive working experience that caters to all types of working practices.
In other words, employees, both current and prospective, need to see that those in charge are adapting to new ways of working. If managers choose to do their job in a way that better reflects their ideal work-life balance, the entire staff will feel more comfortable doing the same.
It is also essential for companies to communicate new approaches and flexible working initiatives to demonstrate that they’re listening to and acting on employees’ evolving needs. Ultimately, if employees feel comfortable and supported in choosing to work in new ways that reflect the changing employment landscape, they’re more likely to feel motivated in their roles and loyal to their organization.
A strategy that grows with you
The world of work is changing, and organizations have the opportunity to help it change for the better. They can take the opportunity to prepare by carefully monitoring employee behavior and preferences, and simply by asking them what it is they want. Employers can also support the careers and lifestyles of their staff by providing personalized benefits solutions, including benefits pots, that cater to their individual needs. And by leading by example, they can show their employees that it’s okay to embrace these new ways of working and achieve their ideal work-life balance.
Chris Bruce, MD, is co-founder of Darwin.
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