HR Insights

From the Eyes of Industry Leaders

President’s Letter

It’s no secret that the hybrid workplace is the new normal. The pandemic proved that many
jobs can be completed remotely, and workers are pushing for flexible work arrangements to
stay. As of today, most employers have no plans to completely terminate remote work. In fact, a February survey of 1,000 companies showed that the majority would adopt a hybrid model of work moving forward.

About 15 years ago, I encountered my first completely virtual company: a law firm whose major partner expatriated. Instead of selling or closing her firm, she capitalized on technology and moved everyone virtual. She said, “If there is a will, there is a solution to the problems that crop up.” Remember, this example was way before Zoom, 5G internet, and a pandemic forcing a new reality.

In 2012, I followed her example and started bringing Employment Enterprises into a remote work model to support disaster recovery plans that our customers needed. Last year, this forward thinking helped us step seamlessly into our new norm.

Key considerations for success: ensuring productivity evolves over time, incorporating new
team members, and promoting innovative teamwork. Best practices suggest that you break your workforce into remote jobs, hybrid jobs, and onsite jobs. Then, clear policies should be made for each group, with plans to adapt as more jobs transition into remote and hybrid. For example, remote jobs might require a stable home office environment, company equipment, and the ability to be in-office at least monthly. Some jobs require a steady physical presence, but making as many jobs hybrid as possible will attract and retain new talent.

At Employment Enterprises, we’re encouraging teams to capitalize on collaborative time when in the office. This time is for training, idea vetting, and problem-solving. Management also continues to emphasize employee engagement with remote-friendly activities. We actively leverage technology to further our communications, ensuring that meeting time is “face-to-face” whether we are in the same place or virtual.

The hybrid workplace will have issues to solve, but so do all workplaces. The best approach is one that addresses any issues quickly and aims for open communication in creating companywide work policies.

Lovey Hammel, President

Stay committed to your decisions, but stay flexible in your approach.
—Tony Robbins

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