Hybrid work structures have become common in many companies. These mixtures of in-person and remote schedules offer many benefits for both workers and employers. However, they also present special challenges when it comes to retention. Do you have policies in place to retain your top hybrid employees?
It’s a crucial question. COVID spurred a mass adoption of remote work. Now that the pandemic restrictions have largely been lifted, many workers have begun to return to the office. Still, hybrid schedules remain popular — one survey found that 51% of employers embrace this format.
As such, it’s important to begin looking at hybrid schedules as a long-term feature of your team dynamics. This means preparing for the long haul, in areas like recruiting and retention. With that in mind, here are steps you can take as you strive to retain your hybrid employees:
Provide Increased Support for Hybrid Structures
During the pandemic, companies rushed to develop remote working capabilities. Some firms had previous experience in the area. For most, it was the first time they had scaled up these operations.
Given the improvised nature of the initial COVID-inspired ramp-up, the structures weren’t always optimized for long-term sustainability. Now that you are looking to keep your hybrid workers into the foreseeable future, it’s time to make things more permanent.
As such, invest in upgrading your infrastructure. This will give your hybrid employees the support they need over the long haul. Also, look for other ways to make remote work easier. Think about areas like:
- Subsidies for high-speed Internet
- Hardware upgrades (laptops, cameras, etc.)
- Easy access to tech support
- Top-flight communication and workflow management tools
People don’t really have loyalty to companies. Rather, they feel a connection with the people they work with, and that transfers to the organization as a whole. If you want to increase retention, help your employees develop these relationships.
However, this can be difficult in a hybrid situation. Reduced in-person contact means a more fractured workforce. It’s up to you to counteract that with a concerted attempt to establish and nurture bonds. Here are some steps to take:
- Maintain Communication: Check in on your hybrid employees. See how they are coping with their schedule and offer what support you can.
- Encourage Peer-to-Peer Connections: Schedule social outings or virtual get-togethers to foster tighter attachment between coworkers.
- Build a Culture: Even in a hybrid environment, it’s important to nourish a strong, collaborative culture. Communicating and cultivating your values will help boost your employees’ connection to the company.
Customize Your Approach
A single set of policies won’t work for every employee. To optimize your retention strategy, treat each team member as an individual. Formulate customized approaches to your hybrid workers. Here are some steps to consider:
- Prioritize Your Top Performers: Commit the most resources and attention to your top performers.
- Talk to Your Employees: Rather than guessing what your employees need to increase their connection to the company, ask them directly. This way, you can learn exactly what your hybrid workers want and need.
- Make an Individual Plan: Build out a unique plan for each of your best hybrid team members.
- Offer Career Advancement: Keep your employees around for the long haul by creating paths of advancement within your organization.
Retention gets easier when you have the right employees. A top recruiter, like Elby Professional Services, can connect you with the type of team members who can contribute to your organization over the long haul.
Contact Elby today to find the best long-term fits for your company.