Employee Engagement via Hybrid work model

 

Because of the revolutionary breakthroughs that have spread digitalization throughout all facets of life in the twenty-first century, company life and working styles have undergone significant change, This has sparked interest in tracking and figuring out the framework of this transformation, The aforementioned digitalization has enabled contemporary organizations to create new business models and methods of operation, therefore, new hybrid working models have become more and more common, these models are distinguished by the maximum level of digital technology adaptation to business life, and they will adapt to modern organizational structures evolving from traditional hierarchical order to virtual structure (Çiftci, 2022).

 

The writer is working in the largest telecommunication network in Sri Lanka and, after the covid-19 affected, the organization's Human resources management decided to work with a remote working system. Because of this method, employee engagement was less than earlier, and employees did not adhere to the KPIs. The HRM team analyzed the situation and understood that there were gaps between employees and management. Because of this reason, company targets got down slowly. However, with the economic crisis, the organization consider the situation and implement the hybrid work model for the employees who are from more than 21km away from the working place. Further, pregnant employees and employees who are in medical treatment can request a hybrid work system and this will be a huge benefit for employees, and work life can be balanced. The organization was able to improve employee engagement and newly recruit employees were satisfied with this method.

However, Inadequate employee training on self-organization, creating work and rest routine, maintaining the efficacy of communications and work, cramped conditions, and distractions when working from home are some of the issues that can arise when transitioning to a hybrid model  (Konovalova, Petrenko and Aghgashyan, 2022). When it comes to the writer's attached organization, there were risks as the customer's details can check by others who are at home which will be effected to the customer's personal details security. As a responsible company, the company is liable to protect all the customer’s details. Even though this method is very easy for all staff members some identified issues run when creating the hybrid work model. When establishing a hybrid model, suggestions for work structure and maintaining virtual collaboration should be put forth and supported (Konovalova, Petrenko, and Aghgashyan, 2022).

Human resources (HR) interventions by reorienting effective training among employees are investigated and suggested as best practices to manage work-life balance (WLB )and drive flexibility to bring out the productivity potential among employees, this will help to foster the positive experience of WFH and hybrid modes of work (Pillai and Prasad, 2022).

 

In conclusion, the hybrid model is no longer an alternative style of work. But, like any working model, there are benefits and disadvantages. Workplace leaders must meet the needs of employees. offering the employees of the organization flexibility will result in greater productivity and results for the business or industry. However, this model will help to enhance the future of work to uphold the success of work from anywhere at any time.

 

 Reference list

Çiftci, D.Ö. (2022). THE NEW WAY OF WORKING HYBRID WORK MODEL. THE NEW WAY OF WORKING HYBRID WORK MODEL, [online] pp.pp.131-146. Available at: https://www.researchgate.net/publication/360089556_THE_NEW_WAY_OF_WORKING_HYBRID_WORK_MODEL [Accessed 3 Dec. 2022].

 

Konovalova, V.G., Petrenko, B.V. and Aghgashyan, R.V. (2022). Choosing a Hybrid Work Model and New Challenges. Proceedings of the International Scientific Conference ‘Smart Nations: Global Trends In The Digital Economy’, pp.547–554. doi:10.1007/978-3-030-94873-3_69.

 

Pillai, S.V. and Prasad, J. (2022). Investigating the key success metrics for WFH/remote work models. Industrial and Commercial Training. doi:10.1108/ict-07-2021-0053.

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 Employee entertainment and satisfaction

 

In order to be productive at work, employees must have fun, and happy employees are productive employees, the definition of a happy workplace is one where employees are more dependable and effective, As employees enjoy going to work, absenteeism and tardiness rates are minimal, Fun is a type of medicine that, when taken by employees, boosts their morale, productivity, and excitement, lowers complaints of boredom, and, most importantly, makes them happy both on and off the job (Kamalan and Sutha, 2018). Moreover, How content a person or employee is with their job is referred to as employee satisfaction, Employee job happiness may be explained in three different ways: through teamwork and its appreciation, team lead to support, and employee work-life balance, If a person is happy in their position, there will be fewer mistakes made in their work, which will improve the output's quality and boost client loyalty (L, 2022).

Additionally, activities like games, competitions, festivals, and celebrations of different occasions, are conducted by organizations to gauge how happy employees are with their jobs (Shujat, 2011).

The writer is currently working in the largest network telecommunication in Sri Lanka and this organization is conducting various events and programs for employees' entertainment and satisfaction. The organization has identified that employees have to work in a very rush/stressful job role and arranging these kinds of events will make them relieve stress. Every year the organization will arrange GSD night the appreciate the employees who performed well during the last year and award them, Also, after the convention, all the staff can be enjoyed the party. Also, the HR team is organizing annual cricket matches, carom tournaments, and singing/ Dancing competitions for employees' entertainment and satisfaction. Further, HR is organizing Friday games each and every Friday for the employees who are working from home and the office. The HR team and Management team is looking a for an opportunity to organize a different kind of events as both teams to wants to take off the employees from the monotonous life the employees are going through in the organization. Since the writer is working telecommunication industry, the organization should work 24/7 days. Even if it is hard to participate all the employees at once, the HR team managed the all situation very smoothly and makes arrangements to participate in at least one event for employees.  

Moreover, Employee turnover was significantly influenced by employee satisfaction since unhappy employees are more likely to leave their positions, The findings show a significant and favorable correlation between human resources practices and work satisfaction, However, there is a strong negative correlation between work satisfaction and turnover and human resources practices (Mumba, 2022, p.56). According to the research done by  (Mumba, 2022, p.56), the connection between job satisfaction and turnover intention was assessed using information from 40 Vodacom Tanzania employees (senior and junior inducive), the likelihood of turnover was found to be directly inversely correlated with job satisfaction, these findings suggest that there are two methods to improve the impact of job satisfaction on turnover: when employees find alignment between their occupations and their sense of self, and when engaging in such activities increases their overall job happiness.

In conclusion, The most essential factors in maintaining employees’ interest include appreciation, entertainment, education, growth opportunities, openness, and autonomy. Employee engagement programs should start with these cornerstones. Therefore, each engagement program should build on these fundamental human needs.

 

Reference list

 

Kamalan, K. and Sutha, J. (2018). Influence of Fun/Entertainment at Workplace on Employee Performance in Sri Lankan IT sector. [online] ResearchGate. Available at: https://www.researchgate.net/publication/322340840_Influence_of_FunEntertainment_at_Workplace_on_Employee_Performance_in_Sri_Lankan_IT_sector [Accessed 1 Dec. 2022].

 

L, A. (2022). A Study of Employee Job Satisfaction in the section (OFS Company). Global Research Journal. doi:10.57259/grj4854.

 

Mumba, S.C. (2022). To examine the relationship between job satisfaction and employee turnover. [online] Silvanus C Mumba, p.56. Available at: https://www.academia.edu/9277590/To_examine_the_relationship_between_job_satisfaction_and_employee_turnover [Accessed 1 Dec. 2022].

 

‌Shujat, S. (2011). EFFECTS OF RECREATIONAL AND ENTERTAINMENT ACTIVITIES ON EMPLOYEES JOB SATISFACTION: A CASE STUDY. IBT Journal of Business Studies, 7(1). doi:10.46745/ilma.jbs.2011.07.01.02.

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