Managing Employee Wellbeing in the Hybrid Workplace

Choice and flexibility are crucial factors when a company considers moving to a hybrid model. Technological advancement has reshaped workplaces in no small way, and the truth is that it will continue to do so. However, how can companies ensure they don’t jeopardize their employee’s wellbeing during this technological revolution?

Happy Workers, Happy Workplace

According to a 2021 Deloitte study, incorporating wellness into the workplace is a smart place to start, as it strengthens the connection between employee wellbeing and an organization’s performance. Businesses are aware of the issue: according to Deloitte’s research, 80 percent of organizations say worker wellness is critical or extremely critical to their performance in the next one to two years. However, with only 12 percent of those surveyed willing to confront the issue directly, it’s evident that employers still need more work.

Individual employees also require assistance to manage their wellbeing more effectively. Numerous companies believe that the independence afforded by remote working has unwittingly resulted in the development of some undesirable habits. Many employees had no constants throughout the lockdown — save, perhaps, employment — and relied on work for social reasons. This means that work and life were inextricably linked. There was no natural beginning or conclusion to the day.

The worry is that these negative behaviors will persist if people return to the office or transition more completely to hybrid modes of employment. Employees and managers must make a significant transformation in their mindsets. Therefore, how are enterprises to make it work?

5 Ways to Manage Employee Wellbeing in the Hybrid Workplace

With each new hybrid workspace model, some degree of innovation is required. While the entire concept of a hybrid workplace is not new, it is coming at a turbulent time for many businesses as they determine what works and what does not. Depending on the company culture, specific approaches may need to be altered. Keeping this in mind, the following are critical tips for handling a hybrid workplace:

The previous year has shown how unprepared executives were to manage remote teams, whether to sustain engagement or productivity, let alone to assist their emotional wellbeing. According to Capita’s 2020 report, 45 percent of HR and benefits leaders cited lack of ownership and an ill-defined strategy as a significant impediment to increasing employee wellbeing in their firm. Silos and inconsistency must become a thing of the past, and organizations must be fully transparent about their strategic decisions and how they impact workers. There is a need for effective leadership that allows managers to serve employees successfully in today’s environment and communicate changes in real-time.

According to Microsoft’s 2021 research, approximately 62 percent of all interactions (including calls and meetings) were unstructured, spontaneous, and ad hoc between February 2020 and February 2021. As a result, workers are undoubtedly under pressure to perform. Given the increased intensity of the workweek, the logical response is to streamline communication and reduce the stress of uncertainty.

Organizations must implement agile solutions tailored to remote and hybrid work environments. Technologies have enabled leadership and management to delegate and monitor tasks, stay ahead of dependencies and roadblocks in real-time, and thus promote flawless cooperation no matter where employees are situated. With leaders’ backing, the appropriate tools, and a strong plan, workers will be confident in managing work, empowered by regular and consistent communication.

• Offer comprehensive employee wellness programs

Consider employee wellness programs to be the probiotic beverage that maintains your gut healthy and prepared to fight antigens. During regular business hours, these activities are designed to promote employee health and wellbeing and to assist employees in adapting effortlessly to changing work conditions. Developing an integrated workplace wellness program is critical for increasing staff productivity and lowering attrition, and the program must be available online.

As research indicates that meditation can help businesses combat burnout and pressure during the workday, using meditation and stress management apps has the potential to generate a high return on investment. Additionally, to keep your workers healthy and motivated, organizations must be sure to acknowledge their accomplishments.

• Ensure wellness platform adoption and engagement

According to recent numbers from Gartner’s 2021 survey, while 87 percent of workers have access to emotional and mental wellness platforms, just 23 percent use them. Employers have a moral obligation to look after their staff and their total, holistic wellbeing.

While most businesses prioritize workplace safety, physical health, and ergonomic aid, emotional health is frequently overlooked. Leveraging data analytics, such as questionnaires and evaluation surveys, is critical for developing individualized programs within firms and giving context to employees’ existing positions, performances, and personal objectives and accomplishments.

Businesses must include physical wellness initiatives, mindfulness, and juggling numerous duties like being a parent, a daughter, or a friend. External considerations such as geographic location, local restrictions, and lockdowns should also be considered and incorporated into developing an individualized wellbeing strategy for a hybrid world.

Numerous existing employee benefits and processes are based on an employee’s physical presence in the workplace. However, with hybrid and remote working on the rise, this must change to avoid businesses falling victim to proximity bias. Employee engagement and output are ideal for determining what is important to them.

Managers and supervisors might use surveys to ascertain what truly matters to employees in a hybrid work environment. Also, organizations must conduct regular sensitization training to counter any unconscious bias that may cause managers to favor those who attend a physical office. Further, workplace tools such as meeting room environments, attendance systems, and performance evaluation technologies must equally support remote and in-office workers.

The Bottom Line

Finally, it is critical to have the right employees in a hybrid workplace and ensure that one does not enforce a working model that an employee does not want or need. Not everybody flourishes in a mixed work environment, and not every sector benefits from workplace flexibility. However, if a hybrid workplace is established correctly, organizations will be able to attract and retain top talent, cutting across geographical borders and boosting organizational resilience to future challenges.