HR Leaders and Hybrid Work Challenges

The global epidemic has disrupted daily operations, including the setting in which work is done. In addition to the wave of hybrid workplaces brought about by these changes, leaders now need to take into account how hybrid work may ensure that all workers have equal access to career advancement. It is evident that hybrid working, in which people work both remotely and in-person, has evolved from a niche workplace practice to a commonplace one. According to Pew Research, the percentage of American adults whose jobs could be carried out primarily or fully outside of the workplace increased from 20% before the epidemic to 71% during it. But the question still stands: Are businesses and employees prepared to succeed in a hybrid environment? HR leaders require a new playbook that covers the advantages of a hybrid work model for employees as well as strategies for success if they are to successfully address the challenges associated with the hybrid workplace. These three actions can be taken by HR leaders to lay the groundwork for this plan.

To decide on the tenets of hybrid work, give the team authority.

• For teams to succeed in obtaining workplace flexibility, HR, marketing, and IT should collaborate to identify and agree on a range of concepts rather than "set-in-stone" standards.
• As a fundamental cultural value, use empathy when explaining how to apply the hybrid work paradigm.
• A headset, video camera, keyboard, mouse, mobile lighting, and other wireless accessories that can be moved from the home office to a physical office or client location should be provided to your staff so they can easily stay connected.

Be conscious of the competing ideas about growing one's career and working in a hybrid workplace.

• Create a system for listening to your staff so that you can show that you trust them.
• Make sure that everyone has equal access to all professional development opportunities, including hybrid and on-site employees.
• Leaders should receive training on how to manage staff members they don't often interact with, and hybrid employees should receive training on how to successfully establish peer relationships remotely.

Describe the assistance your company will offer to all employees in all settings.

• Employer wellbeing is now a crucial skill that all executives need to master and practice on a daily basis.
• Include resources to improve physical, emotional, financial, social, and career satisfaction in your holistic approach to employee assistance.
• Support for employees should also extend to their families.

As HR leaders, we must change our attention from where workers work to how we can ensure that everyone has equal access to professional growth. "Organizations need to broadly define flexibility in the workplace, rather than providing a recipe for hybrid work," says Charise Le, CHRO of Schneider Electric. Regardless of the nature of their workplace, everyone should be able to realize their full potential. If you want to develop yourself in the HR field, you can check our HR training courses