If the words ‘employee experience’ conjure up visions of an organization existing to cater to the needs of its employees, you are not far off the mark.
The hybrid and remote workplaces of today aren’t just about how to choose where and when someone works, they are also about the how someone will work and what experience they can expect to have while working for your organization.
The new hybrid model means that each employee will have a different work experience that is based on their unique surroundings and circumstances. For some it means working peacefully in their own room/office, and for others it means working on the dining room table and being constantly disrupted.
So how does an organization with a hybrid workforce and shifting work location create an experience that attracts and retains its talent? Here are a few strategies to consider:
1. Adjust your employee value proposition – where in the past having a ping-pong table and unlimited coffee, and pop while at the office was an attractive proposition when attracting new staff, these perks don’t matter in new the new hybrid model. Instead, consider what you can do for your employees at their new ‘workplace’. For one person it might be making sure they are assigned to projects that involve collaboration with others so that they aren’t isolated and for someone else, it might be noise cancelling headphones to manage a loud environment. Creating a unique experience for employees is still beneficial, but the location of that experience has changed.
2. Review your well-being programs – do they accommodate the needs of individuals working from home? Find areas where you can improve and fine tune the programs to reflect the new working conditions.
3. Total rewards and parity – Where in the office most people enjoyed a similar workspace configuration, working from home means disparity. The team member that works from the kitchen table will have a wholly different work experience than their colleague who has a dedicated room that was converted into an office. Consider ways to close that experience gap. This is not a one-size-fits-all solution and will require some brainstorming and possibly an additional outlay of funds to get everyone closer to parity.
4. Talent development – careers are not meant to be static, and your employees will need opportunities to grow and develop their skills. Ask yourself what your organization can offer its employees to encourage learning and growth through virtual training solutions.
5. Communication and collaboration – This looks different with a remote and hybrid workforce so leverage technology to facilitate and improve communication and collaboration between employees.
6. Performance and goal setting – revise performance goals and educate your managers on how to manage these goals based on outcomes instead of direct observation. Your managers won’t have the same visibility on the work in progress, but outcomes provide concrete and meaningful measurements.
Your Engaged HR assignment: As the hybrid model of working gains traction review your employee value proposition and consider what steps you can and are willing to take to ensure that your organization continues to attract and retain the talent you need.
As always, we are here to help with additional thoughts and considerations.
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