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Though many people may wish to work from home, not everyone’s job is something they’re able to do from the comfort of their home office. As companies refine their hybrid work policy, consider how this will impact those who have no choice but to work on-site. Here are a few ways to address internal equity issues in your hybrid workplace, along with a few examples.

 

Ensuring Fairness

 

A need for fairness is just a part of the human experience. So, when one group of employees sees another treated differently, it can be frustrating. Leadership needs to make fairness a priority. One of the ways to do that is to fully communicate how resources will be divided between on site and remote employees. Even though they fully understand different jobs have different requirements, those who perceive inequity will begin to disengage.

 

Reduce Perceptions of an Inner Circle

 

Companies also have to be careful not to treat in-house employees differently than WFH employees. They will feel isolated, like they aren’t part of the inner group. That means you need to work hard to ensure that communication is effective across all channels to include those who aren’t in the office. Using the right communication tools will be an excellent start to creating more equity in a hybrid workforce.

 

Build Trust

 

Trust may be the most crucial aspect of having a successful hybrid work arrangement. Be open, build goodwill, keep in touch, addressing issues as needed, and managing expectations and outcomes. You can create a balance of trust if you can let the WFH people know they are part of the culture and engage the in-house staff with perks besides flexible schedules.

 

Types of Work

 

It’s also good for you to address the types of work that can be done at home versus in the office and adjust accordingly. Some office roles function better with in-person collaboration, while other tasks can be done easily at the home office. Production work can’t be completed at home, but other roles can. Create clear job descriptions to show your reason behind the classification of positions.

 

Do you need to know more about hiring top talent?

 

Contact itec group Recruitment Solutions. Our Talent is Finding Yours.

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After over a year of working remotely, many workers have grown to enjoy the freedom and flexibility that work from home has to offer. But, there are many upsides to working from the office, too. If you are weighing your options of continuing to work remotely or returning to the workplace, there are some things you might want to consider. Here are several reasons you may want to go back.

 

More Opportunities for Social Interaction

 

If you’ve been feeling isolated over the last several months, getting back to work might be what you need right now. Even though you may have nothing more than a professional relationship with your coworkers, you will have an opportunity to engage in conversations and other types of social interactions that may have been missing.

 

More Support for Your Job

 

Remote workers sometimes feel like they don’t get the support they need. When they ask for help on a project from home, they have to wait for someone to reply. In the office, that request for help can be acted upon immediately. You’ll notice the natural give and take within your workplace when people are together.

 

More Collaborative Environment

 

Similarly, the office workplace fosters more collaboration. You can bounce ideas off of each other to brainstorm or figure out solutions to sticky situations. Collaboration is a big part of the office environment, and even with tools and chats available for remote workers, it’s not the same thing when you work from home.

 

Better Networking Opportunities

 

You’ll also have more opportunities for networking in the workplace. Whether it’s with other supervisors or outside resources, it isn’t easy to do much networking at home. You never know when an opportunity may become available, you just have to be there to receive it.

 

If you’ve been unemployed or your current job remains remote, but you want to get back to an office, now is the perfect time to look for a new job!

 

Are you ready to go back to an office and look for your next opportunity?

 

Contact itec group Recruitment Solutions, where our vision and purpose are to deliver our candidates the ultimate employment experience.

 

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COVID-19 changed the world as we once knew it in every aspect of our lives. It’s still changing things in public, homes, and at work. Now is a great time to consider taking a second look at your employee handbook to evaluate your policies to make your post-COVID workplace safe and healthy for all of your employees. Here are just a few things to consider.

 

Remote Work Policy

 

For many businesses, work from home became business as usual. But when things changed so quickly in 2020, companies didn’t always take the time to establish work-from-home policies. Now is the perfect time to do that. These policies should include accessing remote tools, the hours expected, and requirements for the home office.

 

Moving Regions

 

Some people over the last year looked at it as a way to move to a new location while still keeping their jobs. That’s becoming common across Canada, but it’s okay for companies to make policies regarding workers who live in other provinces. Check with your legal counsel to ensure you’re remaining compliant with national and local laws.

 

Personal Technology Etiquette

 

Whether your employees are working from home or in the workplace, you should update your technology etiquette requirements. For example, if you provide a laptop to a remote employee, you can make conditions that they don’t use that laptop for social media or personal communications. You can also require this in-house as well.

 

In-Office Visit Policy

 

Currently, we are still concerned about the transmission of COVID-19 and its variants. That means you may want to include an in-office visit policy for any time a remote worker returns to the office on a temporary basis. Some options include vaccine requirements, mask mandates, or COVID testing before coming back to the office.

 

Are you considering changes to your employee handbook post-COVID?

 

Contact itec group Recruitment Solutions, where our vision and purpose are to deliver our clients the ultimate recruitment experience.

 

 

 

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