The COVID-19 pandemic completely upended the “traditional” in-office work environment that was once the norm. Even as we accept that the waves of COVID may follow us for years to come, we are settling into a new normal that consists largely of remote and hybrid staffing environments.
Remote work vs. hybrid work
Although they may be used interchangeably, there are differences between remote work and hybrid working. Telecommuting, or telework, was the older term for what is now considered hybrid work. This model is a blend of working from home and working from the office and is becoming popular as businesses open up slowly and expect employees on-site in the physical office from time to time.
On the other hand, remote work does not expect the employee to work from any particular location. As the pandemic forced most organizations to move to this model during the pandemic, it has had a profound impact on different industries. Whether they’re full-time or temporary/contract employees, more and more of the workforce embraces the flexibility and convenience that technology and remote work allow.
As data scientists at Ladders insist, remote work is not going anywhere anytime soon. They believe that an impressive 25% of all professional jobs in North America will be remote by the end of this year, and this number will only increase through 2023. They have been tracking remote work availability from the 50,000 largest employees in North America, and the numbers have jumped from less than 4% of all high-paying jobs pre-pandemic to over 15% at the end of 2022.
Best practices for happier employers and employees
What does this mean for recruitment professionals and company managers? What are some solid best practices you can use to manage and align remote or hybrid employees?
- Have a conversation on day one that clearly outlines expectations
Whether it’s for an established employee, a newcomer, or a contractor? Have a dialogue at the very beginning that lays out expectations, scheduling, email, workflows, and anything else that will help create effective and hassle-free remote or hybrid staffing integration.
As remote and hybrid onboarding and positions have become more common, different providers (such as Asana for project and campaign management, for instance) offer platforms and tools to make the entire process seamless and ensure everyone is on the same page. Your employees will appreciate that you took the time to walk them through everything, especially if you’re showing you’re interested in helping them be successful at their roles.
On a similar note, this is also the time to make sure the new hire has the equipment they need for their role and the proper support contacts (a direct contact in IT for set up and troubleshooting, for instance). They may also need access to shared folders and resources to succeed.
- Keep in mind that remote or hybrid staffing does not indicate a lack of involvement
Never forget that most employees have now had a taste of remote work and realized its numerous benefits, such as cutting down on commute and saving them money. According to USA Today, remote workers typically save about $4,000 a year by working from home.
In addition, the pandemic also brought a new light to the importance of mental health – according to WFHomie, 80% of workers believe remote options actually help them take care of their mental health.
So if you’re still on the fence about offering employees the option of flexible work environments, it might prove beneficial to realize that many now expect it to some degree. According to Forbes, a whopping 54% of employees claim they would change jobs for one that offered them more flexibility, which results in an average of 12% turnover reduction after a remote work agreement is provided. All this is to say that flexibility has become vital, and if you question an employees’ level of commitment to their job because they don’t feel the need to come into the office, you might lose top talent to your competition.
- Consider setting office hours and deadlines that work for the entire team, wherever they may be based
While some remote workers (especially contractors) may be permitted to set and keep their own hours, creating their own schedules might mean they’re not aligned with managers or on-site workers. Having a rough idea of when they should be available could be helpful, particularly if you have employees in different time zones that implement communication platforms (such as Slack or Microsoft Teams).
Similarly, having regularly scheduled team check-in meetings, whether monthly, weekly, or daily, is an excellent way to ensure everyone is communicating and being efficiently utilized.
This is not an opportunity to micromanage but a way to show your employees that you are available to them, and stay informed and updated on their workload and projects.
- Utilize the tools that make the most sense for your business
One of the negatives of remote or hybrid staffing setups is the lack of human interaction. While these work models allow you to build a truly global, diverse team of top talent, 37% of remote workers say they don’t feel connected to their peers, and one of two Gen Z remote workers (who will soon make up a significant portion of the workforce) struggle to communicate with their peers.
Luckily, whether your employees prefer Skype or Zoom, the shift in work environments introduced tons of new tools to help make remote and hybrid staffing situations easier. The pandemic forced companies to adjust rapidly to new technology, and the good news is that there is no shortage of options available to you today. Use these tools for greater collaboration and productivity and ensure that your employees are getting their fair share of interactions both with you and with each other.
- Make sure everyone feels valued and a part of the team
Asking your employees for their insights into how your projects, processes, or even company culture operates can be incredibly beneficial in the long term. Freelancers, temps, or contractors can offer objective insights into these areas that may differ from how full-time employees feel.
Moving away from on-site work does not make company culture any less important. Including everyone in your workplace community is of the utmost importance; your employees should feel supported, valued, and a part of this community. According to various studies, the more engaged and happy your employees are, the more productive they will be. It’s a win-win!
