Rethinking Employee Engagement for Hybrid Work

Establishing a strong connection between employees and their responsibilities, coworkers and their employer is the essence of employee engagement. Keeping staff members actively engaged with every aspect of their job not only enhances their overall performance it also benefits the entire company. When employees are properly engaged, the company operates more efficiently and effectively which leads to improved productivity.

Encouraging and empowering employees in a traditional work environment is second nature for many companies, but it’s proving to be more challenging for companies that have adopted a hybrid workplace model. Not being in the same physical environment is causing a disconnect between management, human resources, and employees which in turn is leading to frustration, turnover, and can lower morale.

This does not mean that hybrid workplace models are ineffective. In fact, many companies have seen increased productivity and overall employee satisfaction since implementing a hybrid model. But focusing on and rethinking employee engagement practices is even more important now.

Here are some of the many ways that companies can promote employee engagement in a hybrid model.

Keep Lines of Communication Open Without Being Overbearing

No one likes someone hovering over their shoulder when they’re working. It’s not only distracting, it’s also somewhat disrespectful. However, it is still critical to have direction and support from supervisors for employees to effectively produce quality work. Companies must find the right balance of communication with their hybrid workforce.

Constant communications with employees can be overwhelming. It can disrupt workflows and make the employee feel like their supervisor doesn’t trust them. Checking-in too frequently with employees can be perceived as a form of micromanaging. This feeling can damage employee engagement.

However, the same can be said for allowing remote/hybrid employees to work in a vacuum. If management is not checking in or offering direction/guidance, remote employees may feel as if they’ve been abandoned, overlooked or insignificant. They may also feel like everything is their responsibility which can lead to higher levels of stress and burnout.

And, as we have all learned during the past two years, everyone seems to have a different level of self-direction vs being directed by a boss. It is essential that supervisors and managers work with their direct reports to see what level of communication works for them. Open discussion with clear expectations is going to lead to a stable, productive relationship.

Keeping the line of communication open (and finding the right balance of communications) is essential to keeping hybrid/remote work employees engaged. Too much is overwhelming. Not enough is dispiriting. Checking in with employees on a regular basis and letting them know that you are there to support them if need be, is a great way to know that the company takes their engagement seriously.

Offer Greater Flexibility to Hybrid Employees

One of the most important employment considerations for most professionals is a meaningful work/life balance. The pandemic has made this clearer than ever before. For employees who are working remotely full-time or in a hybrid model, this can be difficult when their home has become their new workplace.

To help them maintain a proper work/life balance, companies can offer their hybrid staff more flexibility with their schedules. Allowing employees the opportunity to occasionally work outside of core hours to meet family or personal obligations can go a long way toward improving engagement. Ensuring that remote and hybrid employees have opportunities to take breaks and enjoy their lunchtime is also extremely important to overall engagement. Also, refraining from contacting employees after normal business hours is another simple way to adhere to a better work/life balance, too.

Give Hybrid Employees Plenty of Support

As we previously discussed, hybrid and remote work employees do not want to feel like they are working alone in the ether. Apart from checking in with these employees to make sure they are performing optimally and not experiencing any issues working remotely, companies can also show their support in other uncommon ways.

Since working remotely is still a relatively new concept to many employees, ensuring that employees have a practical, comfortable, and accommodating workspace is essential to engagement. If you haven’t already done so, ensuring that your employees have the necessary tools to work from home, you may want to implement (or formalize) a home workspace budget for each hybrid employee. This budget could accommodate needs for desks, ergonomic chairs, computer accessories, printers, or anything else staff would have access to in a traditional office setting.

Companies can also show their support with the occasional perk. Treating employees to a “thank you” lunch delivered to their doorstep is a small but significant way for companies to show their appreciation for their hybrid employees.

Hybrid workplace models can be extremely effective for companies providing they adapt their existing employee engagement methods to meet this need format. Companies do not need to be physically in the presence of their employees to keep them engaged. They just need to think differently about these new workplace models.

If you are implementing a hybrid workplace model and not sure how to connect with qualified candidates, turn to the experts at Elite Personnel! Our team is experienced with connecting companies with candidates who can effectively work remotely and on site with the right amount of oversight.