HR Brief – August 2021 | Hybrid Work Models, Preventing Turnover Post-pandemic

Considering a Hybrid Work Model

Work flexibility is consistently cited as a post-pandemic trend, and many employers are already introducing hybrid work models in their reopening plans. A hybrid workplace is a flexible model designed to support a workforce of both on-site and remote employees.

A thoughtful hybrid workplace approach combines the best aspects of an organization’s on-site and remote workplaces. To best accommodate a distributed workplace, consider the following tips:

• Set clear expectations for which employees are eligible for hybrid work, and be transparent about any decisions.
• Formalize hybrid work request processes.
• Plan meetings that best accommodate all employees.
• Consider how project management and communication channels can foster company-wide collaboration.

Preventing Turnover Post-pandemic

Turnover is a common occurrence throughout any given year. However, during the COVID-19 pandemic, turnover rates fell dramatically. Now, a significant number of employees are unwilling to return to the status quo that was established pre-pandemic. That’s a major reason why experts predict a “turnover tsunami” coming in the latter half of 2021.

What Employees Want Post-pandemic

Generally, workplace survey data from the past year illuminates some commonalities between worker desires across industries. The following are some of the most coveted changes workers are looking for post-pandemic:

• Flexible work options
• Protection from burnout
• Competitive compensation
• Considerations for Employers

To stay ahead of these trends, employers will need to look inward toward their unique employee populations and determine what’s important to them. This inquiry may include surveying employees to learn about what they are looking for. To help meet the demands of a workforce, employers can consider implementing changes, such as:

• Providing remote or hybrid working arrangements
• Providing flexible scheduling options
• Adopting or expanding employee assistance programs to help with mental health and burnout
• Increasing compensation or bonuses
• Having managers meet more frequently with employees to discuss challenges and concerns openly

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