Best practices for hybrid operations

But for this to be successful, laws and policies must be established and written down, said the labor lawyer..

“Many of my clients say, ‘Now we’re planning as normal, regardless of COVID, hybrid/remote work,'” says Geoffrey Howard, principal and founder of Howard Employment Law in Vancouver.

“[Before]a lot of it was unexpected and it was set up by health regulations that required them to put more and more employees in their offices to work remotely and now what I’m hearing… -ages are saying, ‘This has to go on.’

Policy versus contract

Instead of specifying these conditions as part of a new employment contract, in most cases the use of a policy document should be sufficient, according to Howard.

“Many times regulations are issued by employers, sometimes after consultation with employees and feedback…

Before the plan was written in stone, there can be a back and forth between employers and employees, and it should be compatible with business processes, said the chief technology officer..

“[In] hybrid process, there is a process from the human lens and from the commercial lens. These two factors should be closely aligned when choosing the type of employer and company you want to work for,” said Amy Hsuan, vice president of people and strategy at Mixpanel.

There are a number of things that organizations should consider when finding a way forward, he said, such as what does the business represent? What competitors are you comparing your business to? And what is your working philosophy and how does it differ from other companies?

“Starting with that vision helps you decide which strategy would make the most sense to support that vision or employees’ ideas,” he said.

There is no easy task

In order to complete a successful transition to hybrid, this involves taking a deep look at all aspects of the business, according to a report from Leeds University Business School in the UK, who surveyed employees to find out what they want.

“A poorly integrated workplace is more than an HR policy or an office issue. It is a social problem, which affects all aspects of work and requires changes in IT, work processes, organizational goals and culture to be successful,” said Matthew Davis, the lead author of the report is an assistant professor of organizational psychology. in Leeds.

According to the report, a good hybrid plan will meet all the needs of the workforce.

“Organizations cannot create a perfect system that fits everyone, there will be exchanges between people and groups,” the authors said.

For many, hybrid is the best option and should be strongly considered by all organizations but unions must be a means of inequality for certain groups of workers.

“I am amazed at how hybrid work is presented as ‘new’. For many, hybrid work remains an impossible dream. It can be alien to a select group of jobs, even privileged ones. This is only slightly reminiscent of the old ‘white collar’ and ‘white collar’ sectors. blue-collar work’,” said Michael Smets, a professor of management at Oxford University in a BBC story.

This could create a gap between the haves and the have-nots, which is good for everyone, argued two experts in the group. McKinsey Quarterly article.

“When this happens, remote workers can feel isolated, disenfranchised and unhappy, victims of an unconscious behavior in an organization that failed to create a model of collaboration, and the skills of real work and individuality. The idea of ​​being like people, a common goal, and sharing what it motivates us all to do our best work is lost. Organizational performance is correspondingly worse,” wrote Andrea Alexander, Aaron De Smet, and Mihir Mysore.