Our Hybrid Work Models Need Work: The Challenge of Keeping Teams Engaged
Georgina Barrick
Head of Sales and Talent Solutions @ Resourgenix | New Business Development Expert
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Our Hybrid Work Models Need Work: The Challenge of Keeping Teams Engaged
Author: Georgina Barrick
In the past, we took for granted the easy relationships that working in close proximity on a daily basis helped us to develop. Regularly sharing moments around the water cooler or over a cup of coffee created strong inter-personal bonds between colleagues, making us feel like we belonged and were part of a team – and driving engagement. And, while hybrid working models mean that we’re back in the office (albeit for fewer days in the week), it’s harder to develop these relationships (and deepen engagement) when we’re not all there at the same time.
The reality is that hybrid working is here to stay. (Most) employees want it and employers understand that, to attract or hang onto in-demand talent, offering hybrid is a good starting point.
So, as leaders, how do we balance offering employees autonomy and flexibility (with all of the clear benefits), while encouraging the togetherness (and resulting engagement) that social interaction fosters? What investments do we need to make in culture, communications, policy and technology to ensure that we can meet our employees’ social and emotional needs, deepen employee engagement and survive and thrive in our new hybrid working future?
Nurture your Leaders
Leaders have always had an immense impact on employee engagement. We’re at the coal face daily, working with our teams and shaping their employee experience. These interactions mean that we have deeper personal relationships with each team member and are best placed to facilitate communication and interaction. However, the past 2 years have taken a toll and many of us report feeling burnt out, overwhelmed and in need of support ourselves.
To boost employee engagement in a hybrid environment, it’s important to find new ways to support and underpin your leadership team. Ideas like better onboarding, improved training, easy-to-use manuals for some of the unprecedented situations that crop up and reducing corporate red tape can make a real difference.
Emphasise Interaction
In today’s virtual and in-office work reality, human connection has to be deliberately managed.
Ask your team to schedule in-office days so that they coincide with other team members. Make meetings in-person, as much as possible. Get creative and host team events or challenges – like coffee chats, competitions or trivia sessions – that build community spirit. Water cooler moments no longer happen automatically, so it’s up to us to ensure that we connect.
Show Appreciation
We all fundamentally need recognition. Done the right way, recognition is a powerful workplace tool that can encourage teamwork, boost motivation and further drive engagement. Key, though, is doing it right. Take time to examine your current recognition structures as some (like new-hire incentives) may risk alienating your existing team. Find new and concrete ways to recognise those who go above and beyond on a regular basis. Ideas like incorporating gamification (where you add gaming elements to everyday activities) and personalised rewards can go a long way towards boosting your efforts. Be more deliberate about giving praise, where it’s due. Don’t rely on your star employees knowing that you appreciate them – make sure that you single out great work and highlight it with them.
Promote Wellness:
Employee wellness programmes are not new – but they need to evolve to support the new hybrid working model. Focusing on group activities (like walks, Secret Sunrise events or cook-ins), instead of rewarding individual wellness goals, gives employees the opportunity to spend time together doing fun, healthy activities in a relaxed setting. Also, it’s important to create space for employees to share how hybrid work is affecting them (and act on their feedback).
With the rise in hybrid working, we are no longer be able to rely on in-person proximity to boost engagement. Instead, we need to actively find new ways to address our teams’ emotional and social needs and provide opportunities for authentic connection, team bonding and fun.
Good luck!!
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Final Thoughts
If you want to talk over your contracting options, reach out to Georgina Barrick on LinkedIn to see how Network Contracting Solutions can assist your organisation to find high quality contract Finance IT and Engineering candidates.
If you enjoyed this Let’s Talk Contracting series, I have a quick favour to ask:
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