
Blog
- OHSA
Andrew Caldwell, HR Advisory Manager
(Last updated )
Andrew Caldwell, HR Advisory Manager
(Last updated )
Besides remote working, the hybrid work model has emerged as another popular alternative to the traditional 9 to 5 office routine.
A hybrid workplace allows for both home and office-based staff. Depending on the nature and needs of your business, you could either:
While it may lower costs and improve productivity, a hybrid work model has its own challenges. Besides updating policies and restructuring work processes, managing a hybrid workforce well means you pay equal attention to home and office-based staff.
We recommend the following best practices:
Communicate work briefs, goals, and deadlines with clarity to all your employees, especially home-based staff. You may want to hold daily or weekly virtual meetings to bring your hybrid workforce together to discuss projects and share progress. Communicating regularly is essential to keeping remote staff engaged and motivated.
Developing a policy for hybrid or remote work will set down the rules on breaks, attendance, provision of equipment, cybersecurity, and ratio of home-to-office hours (if your hybrid workers are splitting time between office and work).
You should update your employee handbook with your hybrid work policy. Make sure you share it with your hybrid workers through your company intraweb or a cloud-based HR management software such as BrightHR.
To get the best out of your hybrid team, tailor your management style to their needs. Some workers may perform better with detailed instructions and frequent one-on-one video meetings. Others may only need clarity on objectives and deadlines.
Micromanaging or monitoring your remote staff all day will only put unnecessary strain on your energies. It will also be demotivating for your staff. Don’t put a premium on the number of hours clock in, but rather on the results delivered.
Monthly or bi-monthly team get-togethers may help your hybrid staff interact face-to-face and build a rapport. Team bonding will help increase workplace harmony and morale.
Feeling connected to their co-workers may help improve the wellbeing of your home-based staff, especially those who live alone.
When hiring for remote positions, consider candidates who have the desired skill sets. Workers who are motivated, goal-oriented and/or have experience with remote working would be ideal.
If the employer and managers also work from the office, they may end up treating home and office-based staff differently without even realizing it. It is but natural and easier to connect with employees whom you see at work every day.
Managers must make sure they:
The stress and uncertainty of the past year has brought employee mental health into focus. The pandemic is not over yet. Your staff may be dealing with many challenges whether related to health or finances. Those remote workers who live alone may be struggling with social isolation as well.
It is a good practice to introduce employee wellness programs and activities. If you don’t already, offer an employee assistance program (EAP). An EAP provides confidential counselling services to employees who may be going through personal difficulties, such as domestic violence, substance abuse, mental health issues.
Investing in the mental and physical wellbeing of your workforce is ultimately good for your business.
We’re here for you. Whether you need assistance creating a hybrid work policy or need legal advice, let Peninsula’s experts take the confusion out of managing your remote staff. To learn more, call an expert today: 1 (833) 247-3652
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