How to boost efficiency and security in Hybrid work 2022
A hybrid work model is quite an attractive strategy to retain top talent. But this model has its own snags. HR managers have to recognize the pros and cons of the hybrid work model.
Later, they can implement superfine ways to build a productive hybrid work module. Initially, it’s best to evaluate a digital HRMS like uKnowva.
Building the most productive hybrid working culture will be easy to trace, track, and transform using these technologies. To know how that’s possible with limited efforts, read the post curated in detail below.
Hybrid Work Model Best Practices To Make It More Productive In 2022:
Initiate a flexible roster with purpose.
To make the most useful hybrid work model productive, allow remote workers to work in flexible time shifts or zones. As they have hybrid work styles, note their days to come to the office.
Make their days of work at the office important and purposeful. Help employees track their work from office days with automatic reminders in the roster.
Ensure to make last-minute adjustments for your sincere employees on the roster. That will earn more respect and trust from their end.
Managers can also ask their teams about their favorite working time schedules to make new rosters.
The HRMS can help track the most active and productive workers across the business unit. That will be based on the punched-in hours, completed projects, and lower absenteeism rates.
Leverage the use of timesheets and project management.
One of the hybrid work model best practices is to leverage project and timesheet management tools. You get it easily with the fully integrated uKnowva HRMS.
Managers implement and initiate the use of this system to track and trace each employee’s progress. The system does not manipulate, omit, forget, or lie. The information about the projects led by employees is already in the system.
Employers access that information on the move. That is because the system is agile and cloud-based. It makes the auditing and reporting of hybrid workers’ performances quick.
The decision-makers and project approvers know the right information whenever they want. They know if their hybrid workers are useful or not. Even the HR analytics indicates the same inferences drawn on the punctuality, productivity, and efficiency levels.
Catch up on remote workers weekly for progress reports and resolving roadblocks.
Employers and team leaders must connect and catch up with teams to build a highly productive hybrid work model. They do so to refine and reimagine the business and job roles for hybrid workers.
They can connect via the uKnowva intranet or call employees back to the office for special meetings. That would make employees excited to break their routine. When meetings are regular, employees are more sincere.
That does not mean we are promoting micromanagement. It is the other way around. Employees learn at school and discipline themselves while working remotely or in a hybrid work model.
They have to report their progress to their seniors on the catch-up calls.
Otherwise, teams often brainstorm to set newer goals for the upcoming weeks of these meetings. Seniors can also help their employees in a hybrid return to work model to remove their roadblocks.
At times, employees might face issues in delivering the expected performances. Maybe, even the system did not detect it due to a lack of information at the initial stages of their employment.
That is when catch-up calls become more fruitful and useful. Managers can guide their team members during 1-on-1 meetings. Other team members can also guide and support a troubled worker during conference calls or meetings.
It will ease the burden or mental stress of an employee. When that happens, they focus more regularly and sharply on projects to accomplish.
Inform remote workers about the rewards they unlock by completing tasks on time.
Managers can build effective and productive hybrid teams by rewarding them on time. They use the information assembled or garnered by the smart or digital HRMS.
These databases help detect the high achiever in the team or firm. Employees can also rate each other while working together on a project. This will create a 360-degree review and in-app Feedback system for everyone.
Their working style or time zones do not matter. Only their work efficiency will hold value in the long run. And if they are able to deliver expected results and outperform, they are sure to win the rewards and recognitions on time.
Managers or team leaders must ensure this output. They might even surprise their employees by declaring them the most important or valuable team member of the week or month.
It will enforce a newer mindset in the hybrid workers. They would look out for new ways to complete work on time through their hybrid work model. Employers need such team members for building productive work models, irrespective of their workstations or timings.
Ensure there is no confusion in goals to achieve.
Often, hybrid and remote workers have confusion about goals to achieve. That happens when there is no regular connection or contact with the senior person.
This should not happen. Managers must use employee engagement tools to avoid this and make teams more productive. Additionally, they must leverage the goal-setting options in the project and KPIs on the main network of the HRMS.
The workers over the uKnowva HRMS will receive automatic updates about their new KPIs. Otherwise, managers must have a proactive role here to increase the bandwidth of an employee in a hybrid work model.
Employees discipline themselves regularly to meet goals and projects on time when there is no confusion. They do not procrastinate, especially when there are helpdesk and chatbots to resolve their queries at any waking hour.
Measure the success graph of each remote worker.
Companies with a hybrid work model consistently measure their remote workers’ success graph. It is a necessary strategy to implement and supervise. But that does not allow managers to disrupt their team members’ workflow.
They have to supervise the scores and see if there is any low-performing hybrid worker. If there is (are) any worker (s), managers must connect them immediately. They can discuss what’s going wrong and how to mitigate the loss of productivity.
However, managers must have an empathetic approach while schooling and training low-performing employees.
They can use the skill-will matrix to identify their hybrid workers’ productivity/non-productive attitudes. Later, they will know whether to enhance their skill, will, or both.
It’s difficult to build a productive hybrid work model in a day or a week. HR managers know that implementing the entire smarter and digital process takes time. If there are complexities, the duration would be more.
However, from the pointers above, the initial journey of a hybrid work culture becomes smooth. It has ample opportunities for automation and retaining top talents using fully-integrated uKnowva HRMS.