Image by Jagrit Parajuli from Pixabay
Many businesses have changed their workplaces.
Trending is a shift away from the traditional 9-to-5 work to flexible working. It’s not just remote work, but flexible schedules, job sharing and other work-balance ideas.
Many still believe a full office staff is best while others have done an about-face by continuing with remote working or opting for a hybrid approach.
Businesses opting for a hybrid approach need to make certain to have a detailed plan to guarantee success. If they don’t plan well, they could suffer from a toxic culture.
This means taking strong efforts to consider all details and ramifications to create a productive environment for all.
There are at least eight steps for a productive, hybrid work culture:
Plan well
You must integrate your onsite and remote teams and making certain that both teams are treated fairly and equally.
HR – Compliance with DOL Rules for Remote Workers
Managers should participate in the hybrid approach
Allow some managers to work inside or outside the office. In this way, your remote-working employees will feel more comfortable about their career prospects and won’t feel like outsiders.
Develop a great plan for communication
A hybrid workplace has communication challenges. You should include all employees in every office event and meeting.
Be inclusive of employees in scheduling meetings
Your employees might have different work schedules. Or, you might have employees who work in distant regions.
Secrets on Giving Performance Reviews to Remote Workers
Strategize in how you give recognition to all workers for their high performance
This means going the extra mile by being inclusive in reaching out to make remote-working employees feel comfortable when it’s time to praise them or others. Everyone needs to feel included.
Make sure your information technology is up-to-date
Emphasize to everyone to be diligent in storing and sharing information, and in using Slack or Zoom to keep your team connected.
Your Expense and Tax Obligations with Remote Workers
Don’t use a multi-tiered compensation system
Some companies have morale and retention problems because they remote workers less money than those working onsite.
Be careful about cutting pay unless it’s logical to make cost-of-living adjustments. You should explain up-front any adjustments before employees relocate from your office. Obviously, employees shouldn’t be required to use their paid time off or personal time off if working some days away from the office.
Be equitable in all employees’ career growth
As with your office employees, make certain remote employees have the same opportunities to learn, grow and advance.
From the Coach’s Corner, here other workplace strategies:
Is New Managing Approach Needed for Your Remote Staff? — If your company is relying on remote workers as the result of the coronavirus pandemic, you might need to be more astute in managing your staff. Here’s why and what you can do.
Right Way to Implement Remote Working for New Hires — With the push for remote working that has been occurring for the past year and a half, employers need to recreate the process in order to fit the new landscape of working.
Guidelines to Meet FLSA Responsibilities for Remote Workers — As an employer, you have a myriad of responsibilities under the Fair Labor Standards Act (FLSA ) for exempt and nonexempt workers who work at home.
Vital Cybersecurity: Your Remote Staff in COVID-19 Crisis — With more people working at home during the day, Internet usage has exploded. So have cyber threats, according to published reports. Here are important tips.
Guidance to Save HR, Company Data and Documents — Help your lawyers to adroitly defend your business. Also, you’re less likely to suffer adverse rulings by a judge if opposing attorneys accuse you of altering or destroying documents.
“A workplace that encourages self-awareness is an environment where the most productive, curious, and innovative people thrive.”
-Neil Blumenthal
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