From Physical to Hybrid :The Evolution of Employee Experience

Remote work has been a hot topic since the pandemic outbreak. Traditional work models are being replaced by advanced, more flexible ones. The physical workspace is becoming more of a venue for special events and collaborations than it was in the past. There are numerous trends that HR leaders must keep an eye on as they strive to provide their employees with the best possible experience.
The digital workplace is the concept that uses digital transformation to align technology, employees and business processes to improve operational efficiency and meet organizational goals. 
The ability for employees to work from anywhere and still be able to communicate and collaborate is a current area of growth in the global marketplace.
According to a Gartner survey, hybrid workers in South Asian countries are more productive when working from home. Employees also believe that flexible working hours and the ability to work from any location are the most important factors in a hybrid work environment.
Employee satisfaction is a critical factor in the success of a company. However, a hybrid workplace has its advantages and disadvantages. Work-from-anywhere policies necessitate the use of smart technology systems. Employees have been shown photos and videos of the new workspaces, and the company has asked for their input on how to make it better.
 



Key Use Cases of Digital Workplace to Boost your Employee Experience

1. Employee Engagement 

Businesses are able to make better use of their workforce and get more out of their people by 
applying the Employee Experience model, which centers on the ways in which an organization can improve the working conditions of its personnel.
Podcasts and videos enable human resources managers to connect on a more personal level 
with their staff members. 
They don't need to make separate phone calls to each employee because they can have a 
conversation with all of them at the same time. 
The ability to process information at their own pace and feel a deeper connection to the 
company is provided to the staff members.
It will naturally engage employees if it provides a central hub where employees can understand data and media releases at their own pace in their own time.

2. Employee Analytics

The obvious power of people analytics starts to become clear when you begin to bring together basic HR data with performance, behavioral, and engagement data produced across the digital workplace. This is when the power of people analytics becomes apparent.
Although the vast majority of businesses are still in the very preliminary stages of implementing people analytics, we can anticipate that significant progress will be made in this area over the 
course of the next few years.

3. Digital Infrastructure

Companies have come to realize the benefits that platforms such as Microsoft 365 and Google Workspace bring to their operations in terms of increased productivity, scalability, resilience, and performance. 
However, as they adapt their infrastructure strategies for the emerging Cloud Spectrum, the cloudification of the workplace is accelerating, which adds an additional layer of complexity.
Some businesses have made rapid adjustments, particularly those that had the foresight to take advantage of the adaptability offered by the cloud at an earlier stage. 
Others are still figuring out how to operate successfully and securely in a hybrid environment.

4. Digital Workplace Content Management

This is not merely a matter of technical competence. It necessitates the development of novel and creative methods of collaboration and communication.
 Not every content management system is built on the same foundation. Although they differ in terms of size and scalability, most of the components that are necessary for working remotely are the same. These are the following:
1. Granular permission levels
2. Improved security features
3. Improved collaboration features
4. Improved notifications
5. Integration with other systems
It is essential to give some thought to the kinds of software that can facilitate working remotely, such as integrating enterprise content management (ECM) systems, collaboration tools, and 
enhanced security features.
Our content management system (CMS) tools include features that are friendly to SEO, are 
extremely cost-efficient, and provide out-of-the-box solutions.

6. Project Tracking

The tracking of projects is an essential tool for maintaining projects according to their schedules and remaining within their budgets. 
The templates for the project tracker can serve as a centralized data collection point for the progress of the project. 
Because digital tasks can be easily tracked automatically and reported using a variety of tools, they offer an improved foundation for accurate time reports and estimates. 
You are able to easily create all of your tasks and reports with the assistance of our excellent project trackers.
Long before anyone could put their finger on it, asynchronous communications were the 
missing piece in the digital first, officeless workplace. However, no one knew exactly what that 
piece was. 
Nevertheless, asynchronous communication has recently emerged from the shadows cast by instant messaging, and the number of people looking for it has been growing.

Workspace creates value and can be invested in to endorse hybrid work in several ways.

1. Modify workplace policy and practices to the tasks being performed. Not all jobs have the same telework requirements or opportunities. Empower employees and management to work when they're most efficient and make them accountable for outcomes.
2. Look into other options for work. Think about options like satellite and other commercial sites. Consider having fewer private cubes and offices and more shared spaces and team rooms instead. You could also set aside cubes and offices for field workers or people who work from home so they can feel connected when they come to the office.
3. Design and reorganize workspaces with employee engagement in mind. The types of physical spaces available should be established to maximize engagement and the utilization of space. The primary function of a work area should be to foster communication and coordination. With web conferencing and interactive displays, employees can share and exchange ideas no matter where they are in the world.
4. Optimize home workspaces. To better support their employees' work, many companies are providing them with stipends and equipment to set up their workspaces at home.

Your workplace needs to be redefined

Flexibility in the physical footprint is required to meet the varying demands of a hybrid workforce. It has been observed that organizations are rethinking how much space they need and who needs to be present.
 


Gratitude is key

If you can't physically congratulate your hybrid employees, how can you let them know they're appreciated? Early on in the outbreak, Ideal Outcomes Chief Culture Officer Jason Richmond offered examples of appreciation that managers could use. They consist of:
1. Have a weekly conference call or email to highlight everyone's accomplishments.
2. Ask about the well-being of your employees and their families by making a social call.
3. Organizing events to commemorate special occasions, such as birthdays, promotions, and anniversaries at work.
4. Self-promotion through social media, such as LinkedIn or Slack, is a common practice.

To provide an appropriate onboarding experience, companies must take the following actions:

1. Decide on workplace flexibility that puts the needs of workers first. New employees' onboarding experiences set the stage for their workplace experiences, so leaders must be aligned on ensuring that new hires are treated fairly. The decisions, policies, and examples that leaders set for their managers set the stage and prepare them to drive equitable experiences for their workforce.
2. Make managers ready for a hybrid world. This is critical, as it is in the context of a team that fairness is most often put into action. The visibility of remote workers should be a priority for managers, who should be committed to fostering connections and prioritizing equity in performance evaluation, promotion timelines, and networking in the community.
3. Ensure that all employees have equal access to the network. People from historically marginalized backgrounds will find mentorship programs, community groups, and onboarding "buddies" to be extremely beneficial.
Is your company’s employee experience up to par? Let us help you customize your employee engagement drivers.