Three Strategies for an Inclusive Hybrid Workplace

Three Strategies for an Inclusive Hybrid Workplace-01

With the pandemic ebbing around the globe and vaccines widely available, more employers are summoning at least part of their workforce back to work. However, many businesses have chosen to keep a hybrid work model in place, with some workers working on-site and some working remotely.

As pandemic restrictions relax, it’s apparent that one major shift in how businesses work will stick around: hybrid working. These situations, on the other hand, run the risk of producing new inequities while intensifying existing ones.

It’s vital to think about the following practices that have enhanced employee productivity and satisfaction as firms continue to refine what their hybrid work model should look like.

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Is everyone being heard when it comes to communication?

Any workplace model’s effectiveness hinges on effective communication. Businesses should have a well-developed internal communication plan that offers employees consistent resources to find the information they require.

Organizations should keep in mind that distant workers are more likely to feel isolated, which can be challenging and even discouraging for some. Regular meetings should be scheduled to ensure that all team members are on the same page about priorities and tasks, as well as to stimulate interaction and foster team spirit.

During meetings, it’s also critical to make sure that remote and new team members are heard. Colleagues with more dominating personalities or those who are physically present in the workplace can easily overwhelm these persons. Furthermore, organizations should remember that varied viewpoints and talents add value, and a successful workplace necessitates the respect of all team members.

Re-examine the tools and equipment that are required for support

Prior to COVID, most staff worked from predetermined locations with the necessary equipment on hand. Work quickly migrated to laptops as the virus spread. Some organizations even provided personnel with portable inverters and batteries in places where electricity is scarce. Business leaders should also be cognizant of their employees who have particular requirements or physical limitations, and give them any equipment, apps, or changes they require to complete their tasks, whether they are done remotely or in the office.

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Security issues can arise while using portable business equipment and remote network management systems. Businesses should ensure that their staff is fully aware of the risks, as well as the consequences for technology such as personal printers and Internet of Things (IoT) devices. Moreover, companies should implement information security controls such as acceptable usage policies, multi-factor authentication, and encryption on all devices that access company information, whether employees are on-site or remote. Businesses should conduct continual security training and educational programs to ensure that all employees are aware of the ever-changing risks associated with utilizing information technology and are following security best practices.

Adopt flexible hours

Today’s employment model places a premium on flexibility. Throughout the pandemic, several firms struggled to strike a balance that suited their internal and business cultures. Businesses should consider offering flexible hours to accommodate parenting, caregiving, and other duties, even if many employees are returning to work.

Employees with special needs, such as those who identify as neurodiverse, can benefit from flexible work hours since they can modify their hours to when they are most productive or take pauses to regain focus as needed, whether they are working remotely or from the office.

In today’s workplace, companies must strike a balance between accomplishing their goals and meeting the requirements of their employees. Those that provide a flexible, supportive, and communicative work environment that attempts to meet the different requirements of their employees will be more resilient to disruption and retain more employees. As a result, every company’s business chances will improve.

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Umme Sutarwala is a Global News Correspondent with OnDot Media. She is a media graduate with 2+ years of experience in content creation and management. Previously, she has worked with MNCs in the E-commerce and Finance domain