Sustaining Culture: HR’s new challenge in a Hybrid Workplace

The last year saw a dramatic and sudden shift to remote working arrangements as a consequence of the pandemic. Companies and their employees adapted through this phase of transition and, with time, identified the pros of remote working, such as flexibility and increased productivity.

With rampant vaccination drives in countries, such as the UK and US, returning to the office will soon become a reality and most likely, companies will leverage remote working and integrate it into their future working models, either for the short or long term. However, they also run the risk of losing on employee engagement once distributed teams come into play.

Before Covid-19, the in-office environment made it easier for HR teams to engage with employees and keep them motivated to do their best by fostering a culture that resonated throughout the organization. In addition, companies used attractive benefits and competitive salaries to enhance employee retention. On the other hand, employees used the office space for collaboration and conflict resolution. All of this gave people the chance to connect, build relationships, feel a sense of belonging and acceptance and most importantly, see themselves as part of something bigger.

The same office environment that stimulated individual growth, teamwork and meaningful connections can’t be replicated in the same way in isolated, virtual spaces. There are no watercooler chat sessions, team lunches, or Friday night get-togethers, but only hyper-focused work calls meant to be productive and timebound team meetings every Monday — the only way to bring a team together.

So, how can companies step into a hybrid workplace future while maintaining the same ethos, critical for employee engagement and productivity? Here are some suggestions –

a. The Human Touch:

While there could be many ways to rise to the challenge, but it starts with being more human. The pandemic has not ended, and people are still struggling in different parts of the world one way or another. In times like these, it is important that companies act authentic, address real issues and try to understand the needs of employees to create a warm environment where they feel secure, valued and heard, no matter where they are.

For instance, HR leaders can play a vital role in training the leadership team and managers to be more patient and considerate with their juniors and connect with them on a human level.

Just as tools and skills will be essential in preparing to succeed in a hybrid workplace, understanding human realities, addressing employees’ concerns, and providing support will be integral in building trust and loyalty.

b. Purposeful and Transparent Corporate Communication:

Companies need to bear in mind that the level of awareness people had about the company’s goals and objectives when they were in office is not the same anymore. It is easy to lose track of the big picture. The leadership team should be more vocal and speak with employees, not to share only the facts and figures, but reinforce the purpose and the CEO’s vision about the future that will motivate employees and make them feel proud about what they do. Also, transparency when communicating with employees is paramount. Being isolated and not feeling the communication resonates with the reality, with employees’ fears, will do more harm than good. Accept that there are difficult subjects and tackle them — the sooner, the better.

c. Prioritize Physical Interactions and Collaboration:

Hybrid workplaces are likely to become the norm. While working from home is effective from a productivity and flexibility standpoint, face-to-face interactions and in-office team collaboration are the linchpins to boost employee morale, strengthen the culture and build a sense of belonging. Leaders and managers can push for days when all the team members can be in the office on the same day in a week to connect, communicate and collaborate effectively.

In a Nutshell

Building a company’s culture takes time and in a hybrid work model, it will not be easy either. Last year has highlighted the need for agility and resilience in business but building these capabilities will not be possible without people’s commitment to do their best no matter where they are.

As companies plan to bring their people back to the office in some parts of the world, HR teams will need to focus on what policies and initiatives they will implement to create a healthy ethos in their organizations.

Write to me in the comments section below.

I would love to hear your thoughts on how you are planning to sustain your company’s culture for keeping employees engaged as companies look to embrace a flexible future of work.