By: Justin Nguyen
The typical work environment evolves to become more efficient and face challenges that may arise. Due to the advancement of technology and world events such as COVID-19, many offices shifted to hybrid or fully remote models in order to adapt to the practice of quarantine and social distancing. After quarantine ended, many companies chose to adopt either a hybrid or fully remote work model. “Hybrid workforce models are embraced by 63% of high-revenue growth companies” while “Workers prefer a hybrid model 83% of the time” (Apollo Technical) This article will cover how employers have adapted to the trends of hybrid or remote business models, as well as what challenges they face and strategies they use to solve those challenges.
On-Site:
- On-site employees generally establish trust more easily, enhance conflict resolution, and boost active participation during face to face interactions compared to remote or hybrid employees (7 Key Benefits of Face-to-Face Communication at Work).
- Only 2 in 10 employees with remote work capabilities are fully on-site (The Future of the Office Has Arrived: It’s Hybrid). Full on-site work environments are declining compared to hybrid and full remote models.
- “Nearly a quarter of office employees said their boss distracted them from doing their work” (The Benefits of Working From Home).
Hybrid:
- “In 2019, 60% of remote-capable employees spent their week working fully on-site, whereas that figure has fallen to just 20% in 2023. In contrast, only 8% worked exclusively remotely in 2019, compared with the 29% of remote-capable employees who are fully remote today.” (The Future of the Office Has Arrived: It’s Hybrid)
- “Five in 10 (employees with remote capable jobs) are working hybrid” (The Future of the Office Has Arrived: It’s Hybrid). Two in 10 employees are onsite, three in 10 employees are fully remote. Hybrid work environments are the most common for employees that have the capability to work remotely.
Work From Home:
- “On average, remote employees worked 1.4 more days every month, or 16.8 more days every year, than those who worked in an office” (The Benefits of Working From Home).
- “Compared to office employees, remote workers saved an annual average of $4,523 on fuel alone. This also equated to an extra 408 hours, or 17 days, of free time each year for not having to take the time to get from their home to an office” (The Benefits of Working From Home).
- “Only 15% of remote workers … said their boss had distracted them from work” (The Benefits of Working From Home).
Communication and Collaboration
The first challenge employers face is workplace communication and collaboration (Tips for managing a remote workforce). With employees not in the office, it could be challenging to engage with team members and build professional relationships.
To address the issue of workplace communication and collaboration, managers should set clear times for employees to have check-in meetings. For urgent matters, instant messaging can be used to communicate with employees. It is also important for employees to know when and how they can reach their managers during the work day. A manager should ensure their team has access to all the necessary tools such as video conference platforms and project management software to communicate and collaborate effectively.
Cyber Security
With remote work, employers will need to deal with increased risks to cyber security. Employers will need to look into solutions for activities such as phishing or ransomware and malware attacks (Top 10 Cybersecurity Risks for Businesses).
To increase cyber security, employers need to invest into high quality training for their employees (7 reasons why security awareness training is important). Employers should invest in training programs that educate about cyber attacks and take trainees into phishing simulations so they have a better chance of recognizing threats when they inevitably occur.
Employee Engagement and Motivation
The next challenge employers face is employee engagement and motivation. If employees do not feel connected with their role or other team members they may not be able to work at their maximum capacity (Tips for managing a remote workforce).
It is important to invest in the professional growth of your employees. Managers should set clear goals and expectations for their employees. It is important to also have one on one meetings where progress can be checked and employees can be encouraged and offered any support they need to fulfill their tasks. When employees perform well they should be rewarded for their efforts.
Employee Burnout
It can be challenging for an employee to remain motivated and productive throughout the day without experiencing burnout, especially when they are in the comfort of their own home. Employers should look after their employees’ mental health and well-being in order to maintain a productive workforce (Maximize Productivity and Well-Being: 5 Essential Tips for a Successful Work-from-Home Life).
It is important to be mindful of overloading employees with too much work, as stated before, setting clear expectations is important, however, the goals must be reasonable. Managers should encourage their employees to collaborate with team members to have a healthy amount of social interaction. Employees should also look to set up designated workspaces within their homes where they can stay productive. It is also important for employees to take breaks throughout the day, get up from their desks, and walk or stretch to remain healthy.
With the ever-evolving work environment, it is important to determine which model of work is best suited for your business. Every business model has its own set of challenges and finding the right solutions can be costly and stressful. We are here to assist in finding the right solutions for your business.
Please contact the Consult HR Partners team at info@consulthrpartners if you would like support on how to navigate the new way of work or check out our website www.consulthrpartners.com