Hybrid working has become the rule rather than the exception in many companies, including in Bulgaria. Leaders are challenged to ensure that all employees are fully engaged at different stages of their work for the company, as remote workers face prejudice. An example of this is the proximity bias – the assumption that those who work from home are less productive than those who work from the office.
A hybrid structure could be created to support employees at every level, from hiring to leaving.
Recruitment process
During online interviews for open positions within the company, it is essential to communicate the most important details, such as the expectations of the person who will be filling the position in question, as well as the company culture and values. A company’s culture reflects and influences its values, beliefs and attitudes, in addition to its levels of employee engagement, productivity and job satisfaction. People want to work for organizations that treat them with respect, whose values and beliefs are aligned with their own, and that offer a positive and engaging workplace culture. Candidates are wary of working for an organisation with a known poor company culture and are more likely to be hesitant to accept job offers.
The interview is the candidate’s first contact with the company, so the information obtained provides valuable guidance determining his/her decision whether to join the team or not.
Onboarding and training
Welcoming a new hybrid team member requires extra effort. The process of the new employee getting to know the team, his/her job title and the systems he/she needs to use requires time and patience. It is good to consider the format of the training and keep in mind that different people learn differently. Delivering content in various forms can greatly improve accessibility. Written publications are designed for readers, but audio recordings are useful for people who learn best by listening. Infographics and diagrams are examples of visual presentations that can help deliver complex information in a more easily understood style.
Retention
With so much competition for talent in the job market, retaining them in the organization is a complex task. Developing a culture of inclusion involves creating an environment where everyone feels welcome, respected and valued. Employees who feel included are more likely to be positively engaged in the organization.
Interviewing key employees to find out what they like about their role and what they would like to change is a tactic used by many US companies. This “re-staffing” can provide the information managers need to develop their employees and prevent talent from exploring other opportunities.
Before leaving
To understand the motives for key employees leaving, some companies conduct pre-departure interviews. These interviews are an opportunity to gather honest feedback and constructive criticism about the workplace.
