How should HR management change to support hybrid working? March 25, 2024 You’d be forgiven for assuming that hybrid working systems are a temporary situation. A response to the global pandemic, a result of physical offices closing while work moved online? A solution to a specific problem that would necessarily fade away post pandemic? On the contrary, it has become clear since lock downs were lifted that the hybrid work set up is there to stay. Another way of working has been experienced across the board, from graduate employees right up the the C-Suite and has taken root as an essential offering within most companies. While many businesses are encouraging a return to the physical office, we live in an employee driven market place and job seekers continue to underline their demand for hybrid working options. As the employment market stands, it has become crucial for any organisation to offer and support some form of hybrid environment, in whatever way they can. At base, the notion of ‘hybrid’ means that an employer agrees to and provides for a role that is both office-based and remote. Whatever the split of time might be, organisations are tasked with staying connected and engaged with their team members whether they are working from home, on site or from whichever location their position requires. This might sound simple, but the real impact of hybrid is so much more sophisticated. It does not only require practical support for team members wherever they are located but it also necessitates care in regards to the emotional needs, productivity potential and HR management that is so important to how we nurture and retain talent. How can HR teams support hybrid working? Now that individuals have seen the advantages of hybrid, they are not willing to go back. With benefits including lower overheads for employers to more flexible working hours and an increased focus for family, to employees, it’s not an easy option to discard. Yes it comes with it’s own costs at time – loneliness, a loss of company culture, and of course communication challenges – but the benefits largely outweigh the losses. Moving from a largely in office set up, how can HR managers now support a team who are more disparate, often geographically separate and may feel a loss of community and security in their working environment? The cornerstone of hybrid management is communication. Investing in communication resources and practices that offer managers and team members a consistent, structured and open form of communication is essential. Whether that means setting up chat functionality, regular team check in or physical catch up meetings, figure out what your team needs and put that in place as a priority. Support communication with consolidated data. From accurate employee files to clear practices and procedures, make sure your information is available to your team, whoever they are, in a clear and consistent way. Data is key and digging into your own employee files can offer you invaluable information about how you should engage with your team. Map your employee journey and set up key markers and guideline to steer you all as you move forward. Building in time tracking, file sharing and project management tools are other possibilities, all of which require central management, regular updates and cloud based access. However you choose to support it, hybrid working is a certainty so prioritise ways to support your team, deputise your managers and draw your employees closer regardless of their location. Talk to us about how Hark can support your organisation and your HR management needs. From accurate, centralised employee data to cloud based access, streamlined onboarding systems to centralised health and safety processes, we can work with you to create an HR management system that flexes to support your workforce, wherever they are.