The pandemic left many with a new vision of work: it is no longer necessary to be in an office every day.
There is currently an important debate about the complete return to face-to-face. Some companies, due to cost issues, have decided to maintain the remote model and others have come to understand that labor flexibility is the new factor for attracting talent, which is why they are offering the hybrid model.
This model brings multiple benefits for employees. They have the opportunity to have a better quality of life where they have time for themselves and their families, without losing the sense of belonging to the company and the interaction with their peers.
According to a study carried out by the multinational Accenture in 11 countries, 83% of workers worldwide consider the hybrid modality optimal.
Respondents identified that among the main benefits of teleworking are acquiring a better quality of life (34%), flexibility in schedules (31%) and greater security (24%). While for the face-to-face modality, one of its greatest benefits is access to technology (27%), better collaboration between peers (25%) and more spaces to innovate (23%).
For OLM, companies that do not adapt to the hybrid model are going to have a series of problems both in attracting and retaining talent.
Candidates increasingly ask about work flexibility, this has become an attraction when it comes to finding the ideal job. On the other hand, the collaborators who are already inside the companies are attracted to other companies under the premise of having this same model, which can cause a high turnover of personnel.
This is how companies that do not bet on a hybrid model will face the following challenges in their human talent management:
Challenges in teleworking:
The Human Resources area has a great challenge with the collaborators and their work at home, since they must feel motivated and continue to have a high performance.
Some of its main challenges are:
Motivation, performance and mental health: The possible disconnection with the objectives, the leader and the companions, can cause demotivation when it comes to fulfilling their tasks, therefore, it affects individual and group performance. In addition to presenting mental health problems, such as social anxiety, due to the lack of interaction with other people.
Communication processes: Established communication processes are required in each team, which are assertive and constant in order to coordinate the fulfillment of objectives. Without forgetting to create communication spaces in which the opinion and thoughts of the collaborators are taken into account.
- Concentration: There are permanent distractors that are unavoidable, such as noise, ergonomic discomfort, family, housekeeping, which can cause lack of concentration and poor performance, and even promote anxiety and panic crises, generate depressive episodes, and trigger attacks of anger and violence.
- Staff turnover: The teleworking modality allows people to find employment anywhere in the world. The companies not only compete with the other local companies, but with companies globally.
- Technology and its advances: The technological world moves faster and faster. The different ICTs and tools that facilitate processes from a distance must be taken into account.
- Differentiate work time and personal life: There is a fine line between work and personal life, these are often crossed very easily with working from home. It is possible to make the mistake of performing domestic tasks during work time or continuing to work during the time that should be devoted to leisure, completely mixing both areas.
Challenges in the office:
We are no longer talking about offices with a single position, it is necessary to accommodate different spaces where, according to their needs, employees can feel that there is that flexibility that exists at home.
Some of the challenges of office work are:
- Smart offices: The provision and training of new technology in the offices that motivates employees to make these spaces their own. This allows them to acquire new knowledge, innovate, improve processes and work as a team more easily.
- Shared spaces: Individual offices are no longer required, collaborative spaces are required where teamwork and interaction between peers are encouraged, allowing work groups to be strengthened and motivating the fulfillment of objectives together.
- Motivation: Working at home brings great benefits that are difficult to find in the office, this discourages employees from returning to the workplace, thus affecting their job performance and even the sense of belonging to the company.
- Mobility: One of the big problems about going to the office is mobility. The collaborators state that the time it takes them to go from home to the office, and vice versa, could be used as quality time with their family or in other activities.
- Opening hours: In the workplace they must comply with a more regulated schedule. Think about how to configure this time so that it is not tedious and they can feel that they have the same flexibility as at home.
What are the steps to follow for Human Management?
The Human Management area must ensure that employees can fulfill their responsibilities and objectives in both spaces and that, at the same time, they do not forget their human side.
It is important to create processes and activities that reinforce the sense of belonging to the company, have spaces for feedback and follow-up with collaborators, both on their work performance and their state of mind and preferences regarding hybrid work. Listening to the collaborator must be a constant to prevent and solve those weak points of this modality.
Ensuring balance at work and working life is one of the most important factors, as this brings negative consequences for employees such as demotivation and even affect their mental health. Active communication channels are required where they feel supported and understood by your company.
It is necessary to train leaders with empathy to understand the diverse realities of collaborators and create equitable processes among them. In addition to carrying out various entertainment programs where they can have fun without thinking about work.
Technology cannot be left aside, training is required for all employees on the various tools that exist and that can improve productivity and concentration both at home and in the office.
Although it is a great challenge, it should be seen as an advance in the way of working and a constant evolution in the areas of Human Management, to develop increasingly better physical and virtual spaces for its collaborators, and to take advantage of the best of both. Models.