\n
There\u2019s no denying that the acceptance of remote and hybrid working has been embraced by most employees. But, it seems that not everyone believes the shift in how and when we work has been entirely beneficial \u2013 especially when it comes to health and wellbeing.<\/strong><\/h3>\nFor example, a new report by GRiD<\/a> found that two thirds of employers (64%) believed that hybrid and remote working has had a positive impact on their employees\u2019 health and wellbeing: however, only 53% of employees agreed with that assessment. Perhaps more concerning though, was the fact that that some employers (6%) and employees (7%) felt that working remotely or in hybrid environments resulted in negative effects on their own wellbeing.<\/p>\n![\"Illustration](\"https:\/\/i0.wp.com\/cezannehr.com\/wp-content\/uploads\/2023\/03\/How-HR-can-help-re-connect-with-hybrid-workers.png?resize=660%2C371&ssl=1\")
<\/p>\n
Now, you may think that the number of people who feel that remote and hybrid working has had a negative impact on their health and wellbeing is quite small. But, it\u2019s important to acknowledge that when we consider this in the context of the entire workforce, it represents a large number of employees overall \u2013 and it could rise even further.<\/p>\n
So, what\u2019s going on?<\/p>\n
Remote working doesn\u2019t automatically mean a better experience for employees<\/strong><\/h3>\nThe differing opinions from employers and employees about the effects of remote and hybrid working on wellbeing should be of concern to HR teams. Although many employees welcome the flexibility of choosing where and when they work, employers shouldn\u2019t automatically assume this freedom creates a better employee experience. In fact, there\u2019s a real danger that it could have the complete opposite effect.<\/p>\n
One of the biggest negative impacts remote and hybrid working can have on employees is burnout. For instance, an April 2022 survey of 32,924 global workers by ADP Research Institute showed that\u00a0employees worked 8.5 hours of unpaid overtime each week<\/a>, compared to 7.3 hours before the pandemic. This comes at a time where there\u2019s evidence to show that over the past two years, over 88% of UK employees have experienced burnout<\/a>. Clearly, the remote working experience isn\u2019t the easy life that some high profile<\/a> remote work pessimists would have us all believe\u2026<\/p>\nLooking at the broader employee experience, it\u2019s also the case that positive company cultures can take a beating from having a remote workforce. Indeed, in our own report into post-pandemic company cultures<\/a>, we discovered that 63% of employees believed the traditional physical workspace was an important part of a positive company culture. This feeling was even more evident with employees aged 54 or over, with a massive 85% of them saying that a physical place of work was vital.<\/p>\nReengaging with hybrid and remote workers<\/strong><\/h3>\nTo avoid your employees\u2019 wellbeing becoming adversely affected by working remotely, it\u2019s important HR take a proactive approach. It\u2019s essential that business leaders don\u2019t just take the simplistic view that employees must be physically and mentally healthy just because they work from home or work hours of their choosing: because, as GRiD\u2019s latest research confirms, that isn\u2019t always the case.<\/p>\n
![\"DOwnload](\"https:\/\/i0.wp.com\/cezannehr.com\/wp-content\/uploads\/2019\/08\/DOwnload-our-exclusive-report-into-how-to-manage-sickness-absences-in-hybrid-and-remote-workplaces.png?resize=660%2C159&ssl=1\")
<\/a><\/p>\nSo, what can HR teams do to reconnect and reengage with their hybrid and remote workers, and support positive employee wellbeing in the process?<\/p>\n
1. Ask your employees<\/strong><\/h4>\nIt may sound deceptively easy, but asking your employees for their own thoughts and feelings on hybrid and remote working can help you get to the core of any issues very quickly. For example, you could initiate a pulse survey that asks straightforward yes or no questions such as:<\/p>\n
\n- I feel supported by the company when working remotely<\/li>\n
- I have all the equipment I need to do my job to the best of my ability<\/li>\n
- I regularly have check-ins with my line manager<\/li>\n
- I have a positive work-life balance when working remotely<\/li>\n
- I find it easy to \u2018switch off\u2019 from work at the end of the day<\/li>\n<\/ul>\n
Ideally, you should then look to ask a follow-up question that includes free text, as this will allow respondents to give further details on why they gave the answer they did. Then, once you have collected your answers, act on the feedback you receive, look to identify whether there\u2019s more that could be done to support your hybrid and remote workers, and create a better employee experience for everyone<\/a>.<\/p>\nFor more info on pulse surveys and the types of questions you should regularly be asking your employees, just follow this link.<\/a><\/p>\n2. Consider whether your business needs a Chief Remote Officer<\/strong><\/h4>\nAlthough hybrid and remote working<\/a> is now commonplace, many businesses have perhaps struggled to initiate effective workforce strategies to support remote and hybrid employees. This would certainly explain why there is such a disparity between employers and employees when it comes to the perceived positive effects of working in hybrid or remote roles.<\/p>\nWith that in mind, it may be worth considering if your business needs a dedicated Chief Remote Officer<\/a> within your HR team who can focus on the productivity, wellbeing, and engagement of their hybrid and remote teams<\/a>. This type of role is now becoming more common with larger corporations across Europe. It allows businesses to be more proactive (rather than reactive) when navigating changing work landscapes, and reengage with hybrid and remote workers more effectively, too.<\/p>\n3. Work on creating \u2018culture\u2019 moments<\/strong><\/h4>\nTeamwork and collaboration are the cornerstones of strong company cultures. But, it can be tough to foster a sense of teamwork and collaboration if large numbers of your workforce mainly perform their duties off-site or at home. In addition, those who work remotely<\/a> or spend long periods of time with little human contact or social interactions can be more susceptible to experiencing poor mental health.<\/p>\nThis is where you as an HR professional could look at how your organisation can support \u2018culture\u2019 moments that will reengage with remote and hybrid workers<\/a>. These include:<\/p>\n\n- Encouraging face-to-face interactions<\/strong> \u2013 Do all your meetings have to be conducted strictly in a shared workspace or online? If not, encouraging your employees to chat over a coffee in a local caf\u00e9, or going for a walk together, can be just as good for supporting that sense of collaboration and teamwork. Even if your remote or hybrid workers can\u2019t attend every time, having that option is something they may really value.<\/li>\n
- Investigate the use of collaborative tools<\/strong> \u2013 Shared online workspaces are one way that your remote workers can feel more included in the day-to-day operations of your business. For example, the team here at Cezanne \u2013 who are now all primarily remotely based \u2013 regularly use the shared workspaces available through our HR software. Each space is managed by individual departments, but also provides everyone access to share updates, news and ideas: meaning communication is more immediate and more inclusive for all. You can read more about them here<\/a>.<\/li>\n
- Recognise all the good stuff that goes on<\/strong> \u2013 Just because your remote and hybrid workers are \u2018out of sight\u2019, the good work they do and contributions to the business certainly shouldn\u2019t be \u2018out of mind\u2019. Introducing a simple peer-to-peer recognition scheme<\/a> is one way that your business can highlight the efforts of your workforce, and ensure that all your workers feel valued for their contributions.<\/li>\n
- Highlight the important of regular check-ins<\/strong> \u2013 Encouraging your line managers to have regular check-ins \u2013 where people can discuss priorities, update others on their progress and seek advice from colleagues \u2013 is a great way to ensure no one feels isolated or alone. They\u2019re also the perfect opportunity for your line managers to maintain team spirit, keep everyone focused on their goals and avoid anyone feeling forgotten.<\/li>\n<\/ul>\n
4. Offer upskilling and development opportunities<\/strong><\/h4>\n
<\/p>\n
Now, you may think that the number of people who feel that remote and hybrid working has had a negative impact on their health and wellbeing is quite small. But, it\u2019s important to acknowledge that when we consider this in the context of the entire workforce, it represents a large number of employees overall \u2013 and it could rise even further.<\/p>\n
So, what\u2019s going on?<\/p>\n
Remote working doesn\u2019t automatically mean a better experience for employees<\/strong><\/h3>\nThe differing opinions from employers and employees about the effects of remote and hybrid working on wellbeing should be of concern to HR teams. Although many employees welcome the flexibility of choosing where and when they work, employers shouldn\u2019t automatically assume this freedom creates a better employee experience. In fact, there\u2019s a real danger that it could have the complete opposite effect.<\/p>\n
One of the biggest negative impacts remote and hybrid working can have on employees is burnout. For instance, an April 2022 survey of 32,924 global workers by ADP Research Institute showed that\u00a0employees worked 8.5 hours of unpaid overtime each week<\/a>, compared to 7.3 hours before the pandemic. This comes at a time where there\u2019s evidence to show that over the past two years, over 88% of UK employees have experienced burnout<\/a>. Clearly, the remote working experience isn\u2019t the easy life that some high profile<\/a> remote work pessimists would have us all believe\u2026<\/p>\nLooking at the broader employee experience, it\u2019s also the case that positive company cultures can take a beating from having a remote workforce. Indeed, in our own report into post-pandemic company cultures<\/a>, we discovered that 63% of employees believed the traditional physical workspace was an important part of a positive company culture. This feeling was even more evident with employees aged 54 or over, with a massive 85% of them saying that a physical place of work was vital.<\/p>\nReengaging with hybrid and remote workers<\/strong><\/h3>\nTo avoid your employees\u2019 wellbeing becoming adversely affected by working remotely, it\u2019s important HR take a proactive approach. It\u2019s essential that business leaders don\u2019t just take the simplistic view that employees must be physically and mentally healthy just because they work from home or work hours of their choosing: because, as GRiD\u2019s latest research confirms, that isn\u2019t always the case.<\/p>\n
<\/a><\/p>\nSo, what can HR teams do to reconnect and reengage with their hybrid and remote workers, and support positive employee wellbeing in the process?<\/p>\n
1. Ask your employees<\/strong><\/h4>\nIt may sound deceptively easy, but asking your employees for their own thoughts and feelings on hybrid and remote working can help you get to the core of any issues very quickly. For example, you could initiate a pulse survey that asks straightforward yes or no questions such as:<\/p>\n
\n- I feel supported by the company when working remotely<\/li>\n
- I have all the equipment I need to do my job to the best of my ability<\/li>\n
- I regularly have check-ins with my line manager<\/li>\n
- I have a positive work-life balance when working remotely<\/li>\n
- I find it easy to \u2018switch off\u2019 from work at the end of the day<\/li>\n<\/ul>\n
Ideally, you should then look to ask a follow-up question that includes free text, as this will allow respondents to give further details on why they gave the answer they did. Then, once you have collected your answers, act on the feedback you receive, look to identify whether there\u2019s more that could be done to support your hybrid and remote workers, and create a better employee experience for everyone<\/a>.<\/p>\nFor more info on pulse surveys and the types of questions you should regularly be asking your employees, just follow this link.<\/a><\/p>\n2. Consider whether your business needs a Chief Remote Officer<\/strong><\/h4>\nAlthough hybrid and remote working<\/a> is now commonplace, many businesses have perhaps struggled to initiate effective workforce strategies to support remote and hybrid employees. This would certainly explain why there is such a disparity between employers and employees when it comes to the perceived positive effects of working in hybrid or remote roles.<\/p>\nWith that in mind, it may be worth considering if your business needs a dedicated Chief Remote Officer<\/a> within your HR team who can focus on the productivity, wellbeing, and engagement of their hybrid and remote teams<\/a>. This type of role is now becoming more common with larger corporations across Europe. It allows businesses to be more proactive (rather than reactive) when navigating changing work landscapes, and reengage with hybrid and remote workers more effectively, too.<\/p>\n3. Work on creating \u2018culture\u2019 moments<\/strong><\/h4>\nTeamwork and collaboration are the cornerstones of strong company cultures. But, it can be tough to foster a sense of teamwork and collaboration if large numbers of your workforce mainly perform their duties off-site or at home. In addition, those who work remotely<\/a> or spend long periods of time with little human contact or social interactions can be more susceptible to experiencing poor mental health.<\/p>\nThis is where you as an HR professional could look at how your organisation can support \u2018culture\u2019 moments that will reengage with remote and hybrid workers<\/a>. These include:<\/p>\n\n- Encouraging face-to-face interactions<\/strong> \u2013 Do all your meetings have to be conducted strictly in a shared workspace or online? If not, encouraging your employees to chat over a coffee in a local caf\u00e9, or going for a walk together, can be just as good for supporting that sense of collaboration and teamwork. Even if your remote or hybrid workers can\u2019t attend every time, having that option is something they may really value.<\/li>\n
- Investigate the use of collaborative tools<\/strong> \u2013 Shared online workspaces are one way that your remote workers can feel more included in the day-to-day operations of your business. For example, the team here at Cezanne \u2013 who are now all primarily remotely based \u2013 regularly use the shared workspaces available through our HR software. Each space is managed by individual departments, but also provides everyone access to share updates, news and ideas: meaning communication is more immediate and more inclusive for all. You can read more about them here<\/a>.<\/li>\n
- Recognise all the good stuff that goes on<\/strong> \u2013 Just because your remote and hybrid workers are \u2018out of sight\u2019, the good work they do and contributions to the business certainly shouldn\u2019t be \u2018out of mind\u2019. Introducing a simple peer-to-peer recognition scheme<\/a> is one way that your business can highlight the efforts of your workforce, and ensure that all your workers feel valued for their contributions.<\/li>\n
- Highlight the important of regular check-ins<\/strong> \u2013 Encouraging your line managers to have regular check-ins \u2013 where people can discuss priorities, update others on their progress and seek advice from colleagues \u2013 is a great way to ensure no one feels isolated or alone. They\u2019re also the perfect opportunity for your line managers to maintain team spirit, keep everyone focused on their goals and avoid anyone feeling forgotten.<\/li>\n<\/ul>\n
4. Offer upskilling and development opportunities<\/strong><\/h4>\n
Looking at the broader employee experience, it\u2019s also the case that positive company cultures can take a beating from having a remote workforce. Indeed, in our own report into post-pandemic company cultures<\/a>, we discovered that 63% of employees believed the traditional physical workspace was an important part of a positive company culture. This feeling was even more evident with employees aged 54 or over, with a massive 85% of them saying that a physical place of work was vital.<\/p>\n To avoid your employees\u2019 wellbeing becoming adversely affected by working remotely, it\u2019s important HR take a proactive approach. It\u2019s essential that business leaders don\u2019t just take the simplistic view that employees must be physically and mentally healthy just because they work from home or work hours of their choosing: because, as GRiD\u2019s latest research confirms, that isn\u2019t always the case.<\/p>\n So, what can HR teams do to reconnect and reengage with their hybrid and remote workers, and support positive employee wellbeing in the process?<\/p>\n It may sound deceptively easy, but asking your employees for their own thoughts and feelings on hybrid and remote working can help you get to the core of any issues very quickly. For example, you could initiate a pulse survey that asks straightforward yes or no questions such as:<\/p>\n Ideally, you should then look to ask a follow-up question that includes free text, as this will allow respondents to give further details on why they gave the answer they did. Then, once you have collected your answers, act on the feedback you receive, look to identify whether there\u2019s more that could be done to support your hybrid and remote workers, and create a better employee experience for everyone<\/a>.<\/p>\n For more info on pulse surveys and the types of questions you should regularly be asking your employees, just follow this link.<\/a><\/p>\n Although hybrid and remote working<\/a> is now commonplace, many businesses have perhaps struggled to initiate effective workforce strategies to support remote and hybrid employees. This would certainly explain why there is such a disparity between employers and employees when it comes to the perceived positive effects of working in hybrid or remote roles.<\/p>\n With that in mind, it may be worth considering if your business needs a dedicated Chief Remote Officer<\/a> within your HR team who can focus on the productivity, wellbeing, and engagement of their hybrid and remote teams<\/a>. This type of role is now becoming more common with larger corporations across Europe. It allows businesses to be more proactive (rather than reactive) when navigating changing work landscapes, and reengage with hybrid and remote workers more effectively, too.<\/p>\n Teamwork and collaboration are the cornerstones of strong company cultures. But, it can be tough to foster a sense of teamwork and collaboration if large numbers of your workforce mainly perform their duties off-site or at home. In addition, those who work remotely<\/a> or spend long periods of time with little human contact or social interactions can be more susceptible to experiencing poor mental health.<\/p>\n This is where you as an HR professional could look at how your organisation can support \u2018culture\u2019 moments that will reengage with remote and hybrid workers<\/a>. These include:<\/p>\nReengaging with hybrid and remote workers<\/strong><\/h3>\n
<\/a><\/p>\n1. Ask your employees<\/strong><\/h4>\n
\n
2. Consider whether your business needs a Chief Remote Officer<\/strong><\/h4>\n
3. Work on creating \u2018culture\u2019 moments<\/strong><\/h4>\n
\n
4. Offer upskilling and development opportunities<\/strong><\/h4>\n
![\"Click](\"https:\/\/i0.wp.com\/cezannehr.com\/wp-content\/uploads\/2023\/05\/Discover-whats-driving-employee-satisfaction-in-this-exclusive-report.png?resize=660%2C159&ssl=1\")
<\/a><\/p>\n","protected":false},"excerpt":{"rendered":"