The dynamic working model has been established as one of the most significant patterns in the post-COVID-19 working model, combining remote work and working from the office. However, this new mode of practising also bears some challenges and opportunities, especially for HR practitioners who are often forced with conflict settlement responsibility.
Now, it is crucial to discuss and see how staffing companies in India handle the key issues and what are the top opportunities for HR in India.
Challenges Faced by HR Professionals in the Hybrid Workplace
Now, let us look at the hybrid work model challenges and discuss them in detail:
Managing Mental Health
The hybrid work model’s major challenge is related to the health of the employees. Remote working can be psychologically lonely, and when added to the tasks an individual has in the office, stress and burnout are inevitable. The HR teams have the responsibility of creating awareness of mental health in the workplace. This includes providing services such as counselling, and wellness programs, and balancing the working and personal lives.
Combatting Disengagement in the Remote Environment
It is difficult to keep engaged in the hybrid learning environment. Remote employees, for example, may lack interaction with other employees and therefore may end up being less motivated amongst other things. Engagement issues can be solved by making check-ins, team-building, and appreciation of work more virtual.
Productivity Management
Probably the biggest challenge has to do with achieving work efficiency across employees who work remotely and those who work from the actual workplace. Some get along well when they are left alone while others complain of distractions. Current change management and talent management strategies must be expanded to detail expectations and processes for organisations that are utilising a hybrid work model.
Security
In a hybrid work model, employees work in different locations and access sensitive data. Management of human resources requires strong cooperation with the IT sector in order to put in place effective security measures such as access to virtual private networks, two-factor authentication, and constant training.
Top Opportunities for HR
Nevertheless, the hybrid work model presents a broad array of challenges and opportunities for development to HR managers and, consequently, their organisations.
Strengthening Team Cohesion in Hybrid Work Settings
HR has the chance to rethink what it means to have a tight-knit team within newly formed hybrid conditions. Maybe offline meetings and online team-building exercises should be held on a regular basis to develop a good relationship between employees who work remotely and those who work in the office. This approach is good as it brings all the employees to agree that they are in the same team despite the geographical differences.
Facilitating Communication and Collaboration
Hybrid work is all about communication, hence one needs to value communication in the new working model. The HR professionals can bring ideas that would allow for communication tools such as Slack, Microsoft Teams, or Zoom to be used. It is especially important for morale that employees are able to speak freely and without fear of retribution, and be listened to.
Establishing Guidelines for Hybrid Work Success
To set rules for the employees in order to provide structure to the processes of the hybrid work model. HR can therefore set good practices that guide employees working remotely as well as those working on-site on working hours, meeting times and performance standards. These practices of the hybrid work model are as follows, which make the policies and working standards the same for all kinds of workers.
Embracing Diversity and Inclusion
The hybrid work model creates opportunities to expand the company’s talent base since there are no restrictions in terms of location. This, HR can use to develop strategies in attracting and acquiring the best talent irrespective of the location. Managing diversity and implementation of diversity policies in hybrid work teams leads to innovation and increased performance.
Now, after knowing these challenges and opportunities, you decide how you want to navigate the hybrid work model. Challenges and opportunities goes hand in hand always.
Conclusion
The hybrid work model has its pros and cons when it comes to the role of the HR professional. From mental health to engagement and from diversity to challenges, HR can take these opportunities and show that each one of them is a path to success. This suggests that organisations can succeed in this new environment through the proper adoption of best practices and cooperation with permanent staffing services. When approached with such challenges in a proactive manner, the hybrid work model will become the foundation for success within many organisations with the support of today’s HR professionals.
However, need help! CIEL HR can help you with HR-related services for your company. Talk to us and are here to guide you thoroughly in your journey.
