With employees working both hybrid and remote - now is the perfect time to transition whatever HR can to be paperless. Create workflows for documents such as performance reviews and written disciplinary documents that have e-signature capabilities. Once a system is in place it will lead to a smoother employee life cycle from Orientation to Offboarding. Also saving trees is always a plus.
Adopt new technologies with a “yes, and” focus. Leaders, including the human resources team, are stressed. The laser focus on solving the immediate problems cause a lack of strategic focus. The business line leaders want to check the box and move on to the next bonus centric goal. It is up to HR to bring organizational leaders back to thinking about the long game: fix the current concern -yes, and what else can the technology do to impact the organization 5 years down the line (think national and international time zones, neurodiversity, and feedback loops).
One of the biggest challenges of hybrid working patterns is keeping everyone informed and connected when they are dispersed across different locations and shift patterns. HR may have a big update to their practices and policies but informing people of that is no longer as simple as calling an in-office meeting or even posting a sign on a noticeboard. It's crucial that HR and other people-facing teams adopt multichannel communications tools with the ability to effectively distribute (and measure the reach) messages to everyone within an organization. Many frontline staff may not have access to email while desk-based workers can't see digital signage or wish to download a mobile app. A multichannel intranet can now send messages via all these channels from one main control center, ensuring that the communicator has total control, and the employees have greater access to all the HR content they need to stay informed.
Understanding the needs, drives and motivators of your teams and employees serves as a guide to determine what is needed for them to thrive in a hybrid work environment. Using powerful behavioral assessment tools such as the Predictive Index® (PI®) along with a certified practitioner, will provide valuable insights into how much interaction and or team work is needed to keep employees engaged and motivated in a hybrid environment.
Employee Resource Groups, or ERGs, are an excellent resource to promote community among remote workers. As employee-led groups, ERGs foster inclusion, create supportive spaces, and can connect their members to the larger organization. While working remotely, ERGs can host virtual meetings for members and deliver fun, inclusive, and educational programs. Using technology, the ERGs at RepresentUs have hosted interactive events that support our employees and build community such as: trivia competitions, lunch & learn programming, and Drag Bingo. Through our Diversity, Equity, Inclusion, & Belonging (DEIB) Council, RepresentUs also sponsors a virtual book club for all employees where we read books, discuss current events, and share laughs. ERGs can be key drivers of culture that promote belonging and community and enhance retention and employer brand in an in-person, hybrid, or remote working environment. The time is now to engage your ERGs!
One way HR leaders can adopt technology in new ways to face continuing challenges of hybrid work is by turning to data analytics. By understanding how and where employees are working, HR leaders can better target their benefits, perks, and support to keep people engaged and productive. Additionally, data analytics can help identify potential problem areas so that HR leaders can prevent them before they happen. For example, if HR leaders see that employees are working late hours or on weekends more frequently, they can target those employees for additional support.
There continues to be a cottage industry of technology answers to all sorts of business needs related to hybrid work. The virtual market place is handling needs like remote project management, onboarding, communication, interviewing, background checks, recruiting, group recreation, virtual watercoolers and even entertainment. One way we work with our clients and utilize ourselves, is through employer branding. We’ve found that when employees are involved in the branding message through social media and social recruiting efforts, it creates a synergy in the organization. People like to be proud of their brand messages and how it helps meet a need. They also enjoy sharing their own employment experiences. If they’re included in the process of social branding through sharing, liking and commenting on company posts, it helps them further understand the direction of their organization and how they can contribute to its success.
A large issue with hybrid work models is that many remote workers feel that they do not receive the same opportunities as in-office employees. People who work in designated company locations are more directly involved in daily operations, making them more privy to potential job openings. By using a communication platform, like Microsoft Teams or Slack, HR teams can make sure that all employees are aware of all opportunities when they arise. Keeping everyone in the loop and in constant communication ensures that no one feels snubbed despite not being physically present in the office.
Scheduling software for shared workplaces is a great method of sorting out some of the headaches that come from the challenges of hybrid work. Many employers will utilize shared, rented workspaces for their hybrid employees, but scheduling their usage can be difficult, particularly when you have a large number of employees. Hybrid workplace scheduling software simplifies the process and should be a fundamental tool for anyone renting shared workspaces.
Emerging HR technology allows companies to cater to a dispersed workforce. Used properly, it can make for some very engaged teams! For hybrid workplaces, focus your employee perks on the behavior you are trying to elicit. For example, if you want someone in the office, offer them more perks for the commute, lunch in the city, or other things that would make a return to the office more desirable. If you prefer to have more people working from home, increase the work from home stipend to encourage it. This stipend would cover things like home office equipment (computer, desk, chair), internet expenses, etc. Bottom line: invest in ways to support your team, wherever they will be working. Stipends are a great way to do this because they are not one size fits all. Rather, they are customizable to meet people where they are, which supports diverse working styles and allows for greater productivity.
We use technology to connect staff to each other. We had to figure out how to recreate informal water cooler chatter in a virtual platform. We have successfully utilized zoom to engage our staff beyond just meetings. We host weekly coffee/tea breaks and weekly meditation. In addition, we created informal discussion groups allowing staff to share their full selves (my favorite is the pet channel where staff members post cute photos of their pets). Early on in COVID, these touch points allowed everyone to connect with each other during an isolating time. Now, it allows us to keep our 100% remote staff connected to office-based and hybrid-work staff.
As HR leaders, finding time to demo or research new or evolving HR tech with internal stakeholders is often a challenge. Researching emerging technology or exploring the expo floor at an HR or Tech conference will allow you to proactively explore options and talk to other organizations that have or are currently implementing similar options. Incorporating feedback from employees, IT and other stakeholders on system integration, uses, barriers and opportunities can expand and enhance the hybrid work experience. Many of the tools supporting hybrid work today, were not designed initially as a tool for hybrid/remote platforms. Working internally and with tech vendors to improve functionality is continuing to create adaptable tech solutions that support the needs of organizations with hybrid/remote workers.
Adapting technology is a great step towards workspace but what are you adapting should be your main focus. If you don't know the problems faced by the employees or the company, you won't find the solution. Hence, even as an HR, if you adapt it, it won't be beneficial to the company. HR leaders need to learn what are the problems that are faced by the employees and teams. They can conduct a meeting or make a form which every employee can attend or fill to register their problems. Once that is done, HRs can look into it and see what problems can be tackled with technology. Once they have the basic root cause, they can learn the technology surrounding it and adapt it to the workspace for the betterment of the company. This way they save their time and address the issues as well.
Concentrate on data security. With a greater reliance on the technology sector, there is a greater need to protect sensitive and personal data. Recent legislation promoting data privacy and security has also contributed to this becoming one of the top HR tech trends. These late technology trends emphasize not only increased security as a software feature but also force businesses to adopt new procedures and security training for employees. With hybrid work, protecting the data of the company and the employees is crucial.
With the modern workforce rapidly evolving to a displaced teams model, it can be challenging to keep so many different departments and responsibilities organized and on track. Every HR department knows that an unproductive staff is the step to a lot of tough conversations. To avoid having those conversations it is important to utilize project management software for your remote team. Most versions offer the same basic capabilities, and then depending on your specific needs, you can decide which fits your team best. They organize tasks and projects, assign responsibilities to team members, create schedules and alerts for deadlines. Leveraging the capabilities of an efficient project management software can save your company a lot of headaches as they get comfortable working remotely. Anything to help support the team's mission is a benefit. Please let me know if you have any questions!
Manager at Talentify
Answered 4 years ago
AI ATS recruiting platforms help provide small businesses with more real, qualified, and motivated candidates, one of the real challenges of hybrid work times. Recruiting platforms are faster, usually more responsive, and way more cost-effective, not to mention time-saving. When businesses automate recruiting, they can have the time and money to develop other strategic areas once the process is on 'autopilot.'
Equipment financing is one way HR can get ahead of a potential recession since it's an affordable option compared to using cash. This strategy will allow a business to focus the funds on other areas that will help grow and cover for risks they may face in a potential recession. In addition, it helps to keep cash flow within the company’s purse by giving a business financial flexibility to handle a recession.
One of the biggest issues with hybrid work is providing the same opportunities to both remote and in-person workers. Many remote workers do not feel they are informed of opportunities within and outside of the company like people who are more actively involved (such as those who are physically present in the office). HR leaders can use automated software to send out company newsletters and updates that make sure everyone is informed of upcoming roles and projects that need to be filled. This keeps everyone in the loop and ensures everyone is notified of the same professional endeavors.
HR leaders can help foster growth and adaptation by making it fun and rewarding to learn new technologies. Adopt technology that incorporates games, the ability to earn badges and accolades, a digital space for practicing, and other engaging features. Learning can be made fun by incorporating new features and technologies that will make the process of facing the challenges of hybrid work more manageable and rewarding.
It's essential to create a strategic plan if you want to keep up with the changing HR technology. You must assess your company's particular needs and focus the adoption of technology-based on those needs. For example, if one of your main goals is to promote inclusion and diversity goals in your organization, you must ensure you are fully aware of what technology can help you achieve those goals. If you try to take on too much technology at one time, it will take you longer to reach your goals. Like any project, it's best to break your big picture idea into smaller, more achievable goals. If you focus on your most immediate HR needs, and the rest will follow. Making sure the right people are in the right jobs and that they reflect your company's inclusion and diversity needs should be a top priority.