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ACROSS TIME & SPACE – Print – Issue 209 – March 2022 | Article of the Week

ARTICLE BY VANESSA LOVATT, CHIEF EVANGELIST - GLISSER

WHILE ON PAPER THE HYBRID WORKING MODEL APPEARS TO BE AN AT TRACTIVE PROPOSITION, WHEN IT COMES TO BUSINESSES COMING BACK ON TRACK AND ACHIEVING COMMERCIAL GOALS, WE CANNOT AFFORD TO IGNORE THE VITAL IMPORTANCE OF MANAGING EMPLOYEES WELL IN PRACTICE, DURING THIS HIGHLY TURBULENT TIME OF PANDEMIC AND TALENT CHURN.

Companies are starting to feel the shortcomings of virtual communications, for providing an exceptional experience at each life cycle stage and for making team members feel equal and invested in, whether they are working in the office or remotely. The promising news is that there are progressive tools and technologies available to facilitate effective hybrid working – where people can choose how they manage and split their time between the office and home. These tools have the added benefit of allowing people to successfully strike a work/life balance, which might have been deemed impossible or out of reach pre-pandemic. Better still, progressive application of some of these tools can truly help to enhance each stage of the employee life cycle. To work effectively from both a commercial and workplace culture point of view, hybrid working tools need to facilitate seamless messaging, communication, collaboration, employee unification – irrespective of where people are working – and engagement, which is hard via a computer screen alone. It also needs to allow everyday operational interactions to take place, where everyone feels equally included and connected.

Correctly applied, hybrid working tools should remove the question of where people will be working on a particular day, because everybody, whether they are working from home, the office or foreign shores, can log in online and engage with a meeting, training event or corporate-wide communication, just as effectively as anyone else. Also, enabling employees to attend company training, meetings and communications online, instead of in person, will make significant positive steps towards carbon footprint reduction and hitting that planetary sustainability goal too. There are some crucial elements which must happen at every stage of the employee life cycle: At the recruitment stage gather data on who is engaging online and in-person at candidate assessment meetings, events or company showcases. When onboarding, engage new hires by hosting their onboarding – be that online or in-person – with meeting and event technology, specifically designed to encourage participation, whilst being fully branded, or even custom integrated into your own website. Additionally, you’ll gather valuable engagement data that could indicate the likely potential for retention.

When it comes to training and development, in addition – or instead of – a traditional online LMS, consider the rapidly advancing meeting and event software that has been designed for hybrid events and in turn fits neatly into the hybrid working world. This technology is specifically designed to offer a meaningful experience simultaneously for both those in-person and those online and can measure the engagement of each individual, as well as immediately see which groups engage most, allowing adjustment accordingly. As employees establish themselves, you always need to deliver outstanding, high-quality communications to keep them engaged. This challenging employment market requires high quality, engaging and eloquent communication efforts, that keep your employees alert, aware and feeling invested in. All of this is designed and developed to be hybrid friendly and equally as engaging for those in-person as those online, with the entire employee experience designed for the hybrid era.

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