As most COVID restrictions have eased, the choice for many organisations has been a hybrid set-up; a combination of in-office and remote work. In a national survey conducted in March by The Conversation, around 44% of employees were working in a hybrid arrangement. With hybrid work becoming common practice, it is more important than ever to mainstream flexible careers throughout the organisation, giving everyone that opportunity to excel while working flexibly.   

Although hybrid work models have provided more flexibility for employees, this type of working style can also impact negatively on employee engagement if it is not prioritised by employers.    

So firstly, what is employee engagement?   

Employee engagement can be defined as the emotional commitment an employee has to the organisation and its goals. If employees are committed, they will genuinely care about the work they do rather than just working for the money. Engaged employees will also lead to better outcomes for organisations, including less staff turnover and higher customer satisfaction and profits.   

To keep employees engaged, it’s important for managers to facilitate personal relationships with each member of their team and be proactive in keeping them engaged. Here are some things employers should do to help increase employee engagement.   

Have shared goals and mutual trust about expectations  

In a hybrid work environment, it’s important to have a mutual understanding about the expectations and goals of the team, even beyond certain metrics that need to be met. In remote work settings, this includes where, when, and how team members prefer to work and collaborate, as each employee will have differing needs. As a manager, it’s important to keep up to date with employees’ needs and ensure everyone is aware of the working environment and availability of others.   

From a hybrid perspective, it’s essential to have clear expectations and goals, while still supporting your employees to work autonomously, as micro-managing can be detrimental to an employee’s mental health. Trusting your employees that they can get the work done will help build a more positive and supportive work culture. In fact, Gallup’s meta-analysis of decades’ worth of data has shown that people at high-trust companies report 76% more engagement in their work.   

However as stated in this research paper, many employees work longer hours and take shorter breaks, blurring the boundary between work and home. To avoid this, managers should be mindful of employees working excessive hours or not taking breaks, and set expectations around their schedule and working hours, to prevent job burnout and fatigue.   

Check on your staff regularly  

In the absence of physical proximity, it becomes difficult for managers to pick up on body language or signs that employees could be struggling or need extra help. Furthermore, Gallup research found that managers tend to communicate less frequently and effectively when employees are spending more time working remotely.   

So as work flexibility increases, managers need to increase communication, and be more proactive about checking on their staff regularly, preferably on a one-on-one basis. In a Harvard Business Review analysis, employees who received little to no individual time with their manager were more likely to be disengaged, and employees who had twice the number of one-on-ones 67% less likely to be disengaged.  

Managers should make a point of calling or messaging each person at least once every few days to see how they are going, beyond discussions about work. This gives employees who may be hesitant to ask for help, the opportunity to share any feelings or concerns they might have. By facilitating meaningful conversations with your employees, they are more likely to feel appreciated and engaged at work.     

Collaborate differently  

As you aren’t always face to face in a hybrid work environment, communication tools are more important than ever to keep engagement high. Tools like Zoom, Microsoft Teams, Slack, Asana, or a combination of a few allow for easy communication in real time with your team and should be used consistently throughout the day. If some team members are in the office and some at home, bringing laptops to all meetings so everyone has an on-screen presence can also create a more engaging and inclusive environment.    

It can also be helpful to create sub-groups or chats for people with common interests, which will help generate conversations that would have occurred when everyone was in the office. Utilising these tools will ensure everyone is on track and help employees feel part of a team, rather than feeling isolated at home.   

However, it’s important to be careful that the entire day isn’t consumed by Zoom meetings or constant messages, as this can lead to employees feeling fatigued and less engaged.       

Set up times to meet in person   

On average, only 15% of employees who work for a manager that doesn’t meet with them regularly are engaged. Managers should therefore set up in-person meetings at agreed intervals where possible, whether that’s with individual employees or the whole team. This will give employees something to look forward to and sets time aside to collaborate in person and have more in-depth discussions.  

Meeting in person also allows employees an opportunity to provide feedback, which some may feel reluctant to talk about online or over the phone when working from home.  

Show appreciation frequently   

In the office, it’s easier to give praise through smiles, nods and other nonverbal cues. However, in hybrid settings, managers and team members must be more intentional when giving praise. According to Deloitte, employee engagement, productivity and performance are 14% higher in organisations that have a recognition program in place, highlighting the value it can bring. Beyond having a formal program in place, managers should also frequently recognise and praise employees for their good work and celebrate wins, even the small ones.   

This can be done through a phone call or a message in your company chat and shouldn't just happen when you’re in the office. This will go a long way in keeping your employees engaged and fulfilled, wherever they are working.   

If implemented effectively, a hybrid work environment can help employees feel a high level of engagement and productivity with the company they work for. If you’re looking for staff, partner with the experts and contact Bayside Group today.