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Companies that do not offer an appropriate hybrid business model risk losing valuable talent and falling behind in the HR competition.
The mixed working model, that is, the combination of office and home work, has gained great popularity among employees, and they expect employers to provide the best technology available for this purpose, according to Unisys and HFS research.
Surveyed employees expect an IT environment in which they can work effectively remotely without security measures and intrusive monitoring software. This is a major factor in talent retention: for nearly two-thirds of employees, technology is a major motivating factor.
In response to the deteriorating global economic situation In the past period, many companies have restricted remote work and tightened home office rules. Many companies have imposed at least three or even four days of mandatory work in the recent period. It is important to pay attention to this process, because just over two-thirds of employees name flexibility as the main motivating factor in their work. that way Companies that do not offer a suitable hybrid business model risk losing valuable talent and falling behind in the HR competition.
Among other things, this phenomenon was examined by the joint research of HFS Research and Unisys on hybrid work environments, mainly studying it in cases where employees mainly work remotely and spend one or two days a week in the office. The analysis included participants from 2,000 companies with revenues of at least $500 million in the United States, United Kingdom, Germany and Australia.
The perception of hybrid work is quite different on the part of the employer and the employee. While 49% of employees consider this model to be “very effective,” only 33% of employers consider it so. The popularity of hybrid work among employees is supported by the fact that 89% of employees are at least or even more committed to their workplace than they were six months prior to the survey. Although employers are increasingly accepting of the benefits of hybrid working, there is still significant room for improvement, with only 26% of managers saying they have specifically adapted their leadership style to hybrid working.
There are other differences between the opinions of employers and employees. Employers believe that employees are less committed to where they work in a hybrid environment, because it is easier to find another job when working this way. On the other hand, employees cite lack of proper communication with management and leadership as a major reason for low commitment. Another difference is that while more employees cite “fewer useless meetings” as a key requirement for the ideal hybrid work environment, employers consider “proactive and spontaneous thinking” to be more important.
Five tips for employers
The research indicates key steps employers can take to create the ideal hybrid work environment.
1. They use the flexibility inherent in hybrid work as a motivational tool: 87% of employees consider hybrid models to be very or somewhat effective, and 67% consider flexibility to improve work-life balance the most important factor affecting their performance.
2. Exploiting the advantages inherent in technology: 62% of engaged employees find the right IT environment highly motivating.
A good example is Workplace-as-a-Service, where a company creates the digital work environment for its employees in the cloud, including installation, configuration, operation, and support of all necessary software. Employers must also consider generational differences in technology preferences. For example, millennials (those between the ages of 26 and 45) see much more value in chatbots, wearables, and whiteboards than their Gen Z counterparts (those under 25). Other solutions, such as automation tools, are universally popular across all age groups.
3. Provide seamless IT support to reduce downtime: 49% of employees waste one to five hours per week dealing with IT issues. While privacy is important to them, 92% are willing to share performance data from their devices and apps for faster and more efficient support.
However, it is important to note that they do not want software to work, such as employee monitoring software. These programs are used by employers to track and monitor the activities of employees during working hours to ensure productivity – for example, by tracking keystrokes, mouse movements, emails, chat messages, browsing history, and screenshots.
4. Create IT security frameworks that do not hinder collaboration and productivity: 33% of employees report that IT security rules and procedures that excessively restrict their work and freedom negatively affect their work. Employers must adapt to the needs of a hybrid workforce while managing the risk of cyberattacks without hampering productivity.
5. invest in programs to improve the employee experience (EX), For example, developing reward systems or providing social opportunities to increase employee engagement. The longer a company consciously deals with an employee’s experience, the greater its impact. In the case of more mature programs that have been in operation for a long time, 74% of employers report an increase in the commitment of their employees, while in the case of newer, less established programmes, they report an increase of 59% and 24%, respectively.
Image: Unisys
