We all know the story by now:
COVID-19 hit, quarantine and lockdowns took effect, businesses adapted to handle the changes. The biggest of which was the introduction of working from home (WFH), for businesses that could accommodate it.
But here’s where the story gets less straightforward…
Almost two years into the pandemic, many employers and employees have embraced the benefits and flexibility of remote working. But not everybody’s enamoured with WFH life—some employers are keen to get bums on seats and bring back face-to-face meetings.
You can tell where this is headed…
According to the 2021 Hays Salary Guide, 40% of Canadian employers plan to include remote work as part of their normal practices. Not surprising, given that the provision to work from home was listed as a “most desired benefit” by employees.
Though the right to request remote work is not a legal right in Canada, you may want to consider introducing a ‘hybrid working’ model to get an edge over your competition.
As the name suggests, this would create a hybrid working week, dividing it between working from home and working in the office.
Not sure where to start? Lucky you—we’ve set out some simple steps to help you transition to hybrid working.
Planning for hybrid working
Here are four key considerations for the planning stage.
1. Do you have a vision for your business?
Asking questions like “What will be the ratio of home-to-office hours?” and “How will employees communicate?” will help establish a clear vision of how your business will operate in a hybrid system.
2. What are the needs of your business?
Are there any functions that must be done on location, or functions that are best performed remotely?
3. Is training needed?
Engaging with management and senior staff is essential here, as they will be able to spot both opportunities and risks with your new hybrid model.
4. Health, safety, and welfare
How will you ensure employee wellbeing during hybrid working? What are the health & safety implications? How can team spirit be maintained and enhanced without face-to-face interaction?
Introducing your hybrid working model
Four more considerations—this time, with a focus on rolling-out your hybrid working model:
1. Providing notice
It’s important to give employees as much notice as possible about your new working arrangements, so questions can be answered, and concerns addressed.
Establish a clear communication structure so employees can raise issues that they foresee.
Employees should know exactly when the changes will be introduced and how they may affect their roles.
Employees should know that the changes are experimental. It’s essential to keep data on productivity, profitability, attendance, and other objective measures, so everyone can see if the system is working.
Hybrid working is right around the corner
It’s vital to keep your workforce informed about any changes that are coming and open dialogue around any concerns employees may have.
While you might go through some teething problems, there are huge opportunities for employers and employees ahead.
Make your transition to hybrid working as smooth as possible, with BrightHR.
Our smart, people-management software boosts productivity takes the ‘Zzz’ out of admin and can make your business a post-lockdown success.
BrightHR’s all-in-one software can keep track of productivity and attendance. It can also share and publish schedules across your hybrid business, whether staff are in the office, or working from home.
To learn more about what BrightHR can do for your business, call us today: (1) 888-220-4924.