There are a few months left before the nominations for the top buzzwords of 2021 close, but “combined workplace” is taking the number one spot. Ask half a dozen viewers what it means, and you have You’ll probably get six different answers, but at the most basic level, the hybrid workplace is a model that supports both onsite and remote employees. The challenge is to make the hybrid workplace work for everyone.
As more and more companies reopen offices, employees may feel a distinction between those who choose to return to the physical workplace and those who prefer to stay home. This raises questions about workplace bias, such as whether office workers have an advantage when it comes to participating in company culture initiatives or receiving recognition and direct attention.
Company leaders will need to consider bias when it comes to remote workers and establish successful people, regardless of location. It is an important task because, at many companies, there are people who cannot be in the office on a regular basis, including people who no longer live near the company premises, people who are immunocompromised, fathers, etc. working mothers and who may experience anxiety or mental health challenges when transitioning back to a full-time office.
Addressing their needs and getting everyone in the company on a level playing field won’t be as simple as offering flexible work arrangements. It will require empathy, creativity, and a commitment to building an inclusive environment where everyone gets the recognition they’ve earned, regardless of how often they meet leaders at the office. room or not. There are several strategies companies can consider to set up employees to achieve success in a hybrid environment.
Show commitment to all employees
People who aren’t in the office every day worry about their access to career development and promotion opportunities. A way to allay those fears — and leverage the main benefit to employer hybrid — hiring the best people for the job at every level, regardless of location. When remote workers include seniors, it sends the message that location is irrelevant when it comes to mobility within the company.
Manager support is also important. Keep in mind that many managers didn’t direct the workforce remotely until the pandemic hit, and unprecedented situations present new challenges that managers haven’t handled before, because so they may not know what help is available. For that reason, it’s a good idea to reach out to managers and let them know how the company can help them facilitate remote work and meet the specific needs of employees.
In a real life example, a sales rep and his partner (also in charge of sales) are both working in a studio apartment and the sales rep has to make some calls from the bathroom because it’s the only quiet place. The team overheard this and were able to help, with the company providing a green screen so sales reps could better cope with the space challenge.
It is important to be culturally sensitive for groups located outside of the United States that have different expectations about where to work. In India, multigenerational households are common and employees may not have broadband and office equipment at home, so some employees there struggle with working remotely. When managers work with the HR team, companies can help employees succeed by providing desks, screens, internet, and other…
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