4 BLENDED WORKING POLICIES THAT CORPORATES MUST INDUCE TO GET BETTER PRODUCTIVITY

INTRODUCTION

The pandemic has changed more aspects of our life than we could have ever anticipated. Work culture has been completely transformed and had us working from home for a very significant first half of the quarantine. However, with guidelines and restrictions being lifted slowly, companies are now making slow transitions into on-site work with the help of the hybrid remote work schedule model. A hybrid work schedule is a business model that encompasses work-from-home and on-site work done by employees. This goes on and begs the question- how can blended working policies be introduced to maintain and even heighten productivity?

HYBRID WORKPLACE POLICIES YOU CAN INCORPORATE

Eligibility for hybrid workplace policy

Proper demarcation of roles that can be carried out within the corporate through hybrid remote work schedules must be made and introduced to the employees. Specific functions require more face-to-face interactions, while others are suitable for work from home, while some are suitable for both ways. The nature of the employee’s work must be understood well to make the right decision about the type of work schedule they can be assigned.

Employees that are found to be eligible to apply for the flexible hybrid remote workplace schedule must be informed. This should be communicated well to all the employees to avoid future disputes over the confusion of roles and what they entail in these turbulent times.

Establish work schedules based on employee and employer needs

This policy would help employees better understand their position and the expectations placed on them in regards to the hybrid workplace policy. It should set in stone the days of the week that employees are expected to work on-site and days that the employee can enjoy flexibility by working at home. It must account for the hours and how they can be divided so that the expectations of the employer are well accounted for by the employee.

The schedules should be designed in a way that the employee’s roles are not hindered by the schedule, but in fact, enhanced. It must also account for the corporate’s operational needs. If they are unpredictable, they may be required to work on-site for more days in the week. But if not, they may enjoy flexibility for more days of the week or have a 50/50 split.

Expectations of work hours may also be set for employees who have autonomy over their work timings so that they can be ‘around the clock’ at the same time as others who are working on-site.

Aid for remote working employees

Remote working employees are still employees. Policies must be formulated to ensure employees can maintain their work-life balance without being expected to be working 24/7 to fit the needs of everybody else. Sickness leaves must be accounted for, especially during these days.

Technological aid like Wi-Fi and protected laptops with VPN access must be given to remote employees who need it. Their productivity lies in the technology they have access to that they utilize to aid the company in its operations. Without basic requirements fulfilled, work from home will only cause deterioration in work quality.

Budgets must be re-allocated to providing employees any technological aid they need to work from home to ensure the absence of any obstacles that could have been predicted and countered. Financial assistance can also be provided for maintaining a quiet working environment at home.

The Right to Request must be retained

The quarantine has affected employees unevenly. While some may be able to work from home at ease, others may be required to come in for work but require more flexibility from the rigid work schedule for area guidelines purposes, family purposes, etc.

Each employee must request more flexible hours of working even if their job is not listed under the possibility of a work-from-home or hybrid remote work schedule. They can be educated on the other types of flexible jobs that may be available for the employees to opt for or simply heard out to make changes in their schedule to fit their priorities.

With this, employees will feel cared for and heard. Forcing schedules on employees will dehumanize them and affect their loyalty levels to the corporate. This can further backfire and reduce productivity, and costs can rise.

CONCLUSION

Employee health needs to be understood, evaluated, and accommodated. Without this crucial aspect, no amount of hybrid workplace policy can assist a corporation in maintaining their levels of productivity and boosting it as well. Equal opportunity must be given to work-at-home employees and on-site employees to be able to avail hybrid work schedules during this pandemic. With blending policies that would accommodate job descriptions and provide financial assistance to employees who need it, the new workplace model might expand beyond the quarantine blues.