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.
Agreed on the content above. Moreover, according to Baker (2021), a hybrid workplace requires communication, trust, connection, collaboration and recognizing that we are all individuals with diverse habits and needs. Remote work provides numerous prospective advantages for organizations comprising employee retention, productivity improvements, increased work satisfaction and other forms of competitive benefit. Further benefits include reduced real estate, commuting, employee costs, absenteeism and voluntary turnover.
ReplyDeleteAgreed with you Nadula, The hybrid working system ensures the organization employing it enjoys the special advantages that come with the remote working system (Trede et al., 2019b). In addition, Flexibility at work, lower labor costs, more worker happiness, and improved environmental experiences are all important components of the bundle that comes with remote work, The advantage of the conventional working system is also added, there is the guarantee of direct connection with the current workplace culture (Iqbal, Khalid and Barykin, 2021).
DeleteGreat article and I agree with you Ann. Furthermore, Kumari (2022) states that the authors are considering eight factors to analyze the responses of the employees from across sectors. The factors are transparency in approach, continuous feedback, creating engaging activities, recognizing employee victories, employee connect, encouraging team work/collaboration, focusing on everyday employee experience, and finally, strengthening the atmosphere of trust.
ReplyDeleteThank you Manula for adding valuable points and agreed with you. Employees are aware of the chance managers have to demonstrate their reliability and their employees' trust, Even in a volatile work environment, managers can improve virtual interactions by putting a priority on self-assurance and real connections with their staff (CoachHub, 2022).
DeleteClearly Explained Ann, in addition Setting up a goal is very important in every organization so the individuals know where they are heading up to and be more engaged in it Macey et al. (2009). According to Armstrong (2000) it is evident that not only organizational goals be considered but individual goals should be given more priory as well.
ReplyDeleteThank you for adding valuable points and further, naturally, achieving personal objectives in terms of physical health, happiness, fitness, and emotional development may all benefit the company, Reduced absences and higher overall productivity can result from improvements in health and well-being (Dicks, 2020).
DeleteGood post Ann-Danushika. I just add the employee engagement is affected by the hybrid approach as a workplace arrangement, either positively or negatively, dependent on the conditions of how the hybrid approach is configured and implemented. (Prevot and Magi, 2022)
ReplyDeleteAgreed with you Kandeepan, The ongoing pandemic has created numerous difficulties for the world economy, but it has also opened up new chances for businesses and workers alike, Employees have benefited from improved work-life balance, better childcare, less time spent in traffic, and lower transportation costs (Milenko, Valentina and Milosavljevic, 2021). Overall, there are some studies which have shown the negative impact of new workplace models on employees, through increased levels of stress and anxiety (Shaw et al., 2020). Other studies, however, find flexible working regime as a positive change for many employees globally Johannessen,2018). Many businesses have adopted the flexible working environment policy, also known as hybrid or distributed workplace models, as a new benchmark for workplaces everywhere (Milenko, Valentina and Milosavljevic, 2021).
DeleteAgreed and great post , The hiring process is the first step in giving the association a competitive edge and recruiting advantage, which is the main responsibility of the HR department. Recruitment is the process of locating and hiring a qualified or suitable person to fill the open position (Anwar & Abdullah, 2021). These procedures or rules are intended to increase the caliber of the work produced, employee engagement, and organizational effectiveness.
ReplyDeleteYes Manoj, that is true. In addition, In order to meet the strategic aims and objectives of the employers and of the organization as a whole, recruitment and selection are significant processes in human resource management, The act of recruiting involves choosing the ideal candidate for a position at the ideal time. When hiring new employees, it is important to examine their educational background, professional experience, and other traits, to fill the needs and requirements of the organizations, this process involves attracting, choosing, and appointing potential people (Kapur, 2018).
DeleteGood article Ann, Employee engagement is relatively modern concept for HRM. Empirical research highlighted that engagement is a concept that presents a framework that includes the famous constructs of job satisfaction, commitment, and motivation and citizenship behaviors (OCBs) due to its validity and ability to describe work more efficiently (Shuck et al., 2011; Armstrong, 2012).
ReplyDeleteThank you for commenting Gamage and agreed with you. Reaching the organization's goal requires a considerable work ethic that involves employee engagement, Enhancing employee responsibility, inspiring coworkers, and having an impact on performance are all components of employee engagement, Further, employee engagement is boosted by financial reward and job satisfaction (Siswanto and Lestari, 2019).
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