Hybrid work to attract and retain talents

The community quarantines amid the COVID-19 pandemic have forced us to reimagine our ways of working. The shift from a fully onsite to a virtual set-up has shown employees all over the world the pros and cons of working within the confines of one’s home. Today, we have hybrid work, the marriage of the two set-ups that enable employees to enjoy the benefits of both worlds, so to speak.

A quick Google search about ‘hybrid work in the Philippines’ reveals numerous articles on how the majority of Filipino job seekers prefer companies that offer flexible working arrangements. It seems, then, that companies offering a hybrid work arrangement get the upper hand in attracting talent.

Without a doubt, there are many benefits to the hybrid work arrangement such as savings, better productivity, reduced stress and commute time, and work-life balance. However, concerns regarding employee engagement, time management, and onsite collaboration, among others, remain an issue for employers and managers. A study conducted by  Dr. Mendiola Teng-Calleja, Dr. Tonirose Mactal, and Dr. Jaimee Felice Caringal-Go of the Ateneo Center for Organization Research and Development (CORD) examined employee experiences of hybrid work, looking into the nuances behind what works and what doesn’t. 

The findings from the study suggest some factors that contribute to the success of hybrid work. The first factor is financial assistance. The provision of allowances or stipends for internet and office supplies helps employees offset additional costs from working from home.

The second factor is provision of work tools. Companies have equipped their employees with necessary tools such as laptops, dual monitors, headphones, and ergonomic office furniture to bolster productivity and ensure a comfortable working environment at home.

The third factor is related to digitalization and online communication. Living in a highly technological world is integral to why hybrid work works. This encompasses the use of technology-based communication tools, the digitalization of company processes, and technological support. Aside from Zoom and email, companies encourage employees to utilize chat functions like Slack, Google Chat, Webex, and Viber for quick reverts and clarifications. Likewise, company-wide announcements about important guidelines and policy changes are now easily communicated online.  This is apparent in digitalized company processes and systems, where information is easily communicated through emails.

The fourth factor is conducting training and development. Training on online communication tools and digitalization processes ensure that employees are able to maximize these tools. Mentoring and coaching sessions are also conducted to make certain that employees achieve continuous professional growth.

The fifth factor is related to employee care practices. Humans are social beings, thriving on interaction and connection with others. Thus, companies must continue to ensure that their employees can build connections with one another either online or onsite. This is done through check-ins or kumustahan and team activities like game nights. Aside from these, programs that promote physical, psychological, and social well-being such as physical activities tracker/competition, wellness seminars, mental health apps, and live exercise sessions are integrated into the hybrid work set-up.

The sixth factor is related to supportive policies and practices. A new way of working calls for innovative policies and practices that will help enable and sustain it. Some examples include flexible work hours, weekly and monthly check-ins, and output-based performance. An open virtual door policy also encourages employees to seek regular feedback about their performance and initiate dialogue with their supervisors and co-workers. 

The final factor is the performance management system. Setting clear expectations of  employees’ output, coupled with a system that effectively tracks their performance results in a positive employee experience.  Moreover, supervisors are encouraged to identify critical tasks and challenges while upholding fair workload distribution.

It is important to note that the activities stated above should not be treated as a mere checklist. Simply ticking all the boxes will not automatically translate to a positive employee experience in a hybrid work arrangement. Certain nuances will always play a role. However, two key components must be kept in mind when implementing a hybrid work arrangement to attract and retain talent: choices and trust.

Giving employees a choice as to where they can focus more and work more productively is one of the benefits of having a hybrid work arrangement. This flexibility can result in better-quality output. Lastly, trust is a critical aspect of the hybrid work arrangement.  Since managers and supervisors cannot see their employees onsite all the time, trust is necessary to ensure that employees feel autonomous and empowered to produce quality work on time.