According to Deloitte,����aim for their business workforce to function in a hybrid paradigm. According to a����conducted by Nasscom and Indeed, around 70% of IT organizations are attempting to make the hybrid model work. Working remotely increased employee satisfaction for 66 percent of respondents, according to the survey. Complementing these findings is a study by McKinsey, which found that employees want at least����of remote work- pointing to a strong push for the hybrid model. This just goes to prove that the hybrid work culture is taking the center seat in the business world.

However, these mixed working environments could create inequities and aggravate existing ones. For employers to guarantee fairness, maintain cultural cohesion and maximize performance in hybrid work arrangements, they should consider practical dimensions when designing hybrid work plans and navigating innovative ways of working. In this, they can be guided by tech-based tools and business analytics services.

Why should you consider a hybrid work model for your organization?��

A hybrid workplace model is an excellent choice for businesses that cannot reach their true potential with the work-from-home system. Combining remote and office work has the potential to benefit your company in a variety of ways. Here are some of the several advantages to the hybrid workplace structure:

1. Provides flexibility��to employees: Hybrid models allow employees to work at their convenience. Employee satisfaction hinges on autonomy; employee happiness will rise if you give your team members complete autonomy and decision-making power over how, where, and when they work.
2. Enables increased productivity:��A hybrid strategy can empower people to work to their strengths, resulting in increased production. Teams can achieve a good balance of creativity and cooperation by promoting a culture that considers remote work as an alternative to completing deep-focus tasks in the office. Employees who require peace and quiet to concentrate or who thrive in an office atmosphere can work where and when they are most productive.
3. Allows organizations to hire for skills: Employers can hire people according to the requirements of the business without worrying about their location. They can employ more local and remote talent, freelancers and contract workers.
4. Is a cost-effective���DZ�پ��Dz�: With controlled work hours in the office space, employers can cut down on costs for electricity, transport, office supplies, and more.
5. Promotes collaboration: Many firms are better positioned to achieve meaningful innovation if their employees can collaborate face-to-face in the same area at least part of the time. It can be difficult for your firm to innovate and prosper when all staff work from home and can only meet digitally. Collaboration is made easier by traditional office-based work and its face-to-face interactions. It allows employees to mingle with their co-workers, chat during breaks, and share important ideas during casual in-person chats, all of which help them innovate.
6. Improves visibility into employee performance: Employee performance is critical to the overall success of an organization because it enables managers to identify the strengths, weaknesses, and potential gaps that need to be addressed. Because they allow employees to integrate in-office and remote work seamlessly, hybrid work environments usually use more shared technology and collaboration platforms. Managers can easily observe staff activity on various tasks using these platforms, giving them a better picture of what everyone is up to.

How can you effectively manage and lead in a hybrid workplace?��

There are many nuances associated with any new practice. Depending on the company culture, there will be aspects that each organization will have to personalize while adopting a hybrid work model. Leading a hybrid team necessitates adaptation to change and a willingness to try new things. However, with the help of effective management, this model can maximize productivity and be sustained over a long time.

Here are��some ways��to effectively manage a hybrid workspace:

1. Communicate efficiently:����In a hybrid workspace, constant and genuine communication is more crucial than ever. Keep channels of communication open, engage wisely, anticipate and address concerns and offer support to all, regardless of their job status.Establishing confidence with workers and showing them appreciation is an important part of the hybrid work culture. Recognize professional and personal triumphs. This will go a long way in fostering teamwork and encouraging the employees to give their best.The HR department could use some business analytics service and break through the all-too-common email clutter by exploring ideas like interactive surveys or videos for internal communications.
2. ��Set clear goals, guidelines and roles:��A team cannot work properly if they don’t know what they are working for. Clear communication, regular meetings and discussions on the progress achieved can enable seamless work and smooth collaboration. Roles and duties must also be strictly outlined when operating a hybrid workplace.Guardrails regarding punctuality, security, and the proportion of home-to-office hours will all be spelled out in a hybrid company policy.��Establishing these open guidelines will prevent needless confusion and hassles.
3. Modify parameters for performance assessment: Leadership must be adapted to the specific requirements of a hybrid team to get the most out of them. Precisely because of the peculiar nature of a hybrid environment, how employees are assessed should also change when necessary.��Instead of measuring time, use milestones and deadlines to assess your team’s progress. One of the difficulties of remote work is ‘looking’ to be productive to management. Measurement, on the other hand, should not be viewed as a means of catching individuals out; rather, it should be used to guide staff toward achieving their objectives.Blanket policies and inflexible schedules can quickly kill the morale in a hybrid work setup. Avoid micromanaging or unnecessarily supervising remote employees since it will not only drain the supervisors’ energy, but will also demotivate the employees.
4. Encourage collaboration and engagement: Employees who work from home can feel excluded from their teammates, unable to develop bonds that would have been very easy in a physical, face-to-face setting. This can lead to an ‘us versus them’ undercurrent among colleagues. The best method to combat this is to promote interaction and conversation.Consider alternatives to Zoom coffee conversations and happy hours, such as walk-and-talks, virtual coworking, music quizzes, open office hours, and buddy systems. This opens up opportunities for knowledge sharing and learning, even when working from home, which has traditionally been a challenge for younger employees who rely on older colleagues for guidance.Leaders and employees can add open (virtual) office hours to their calendars or status bars to encourage more spontaneous talks without disrupting people’s work. Anyone can phone that individual during defined time windows to bounce ideas off of them, chat about a problem they’re having, or just have a pleasant check-in.
5. Cultivate an environment��of learning:��Whether there is a pandemic or not, a manager or leader should see their primary job as assisting employees. The times today are stressful, to say the least, with a worldwide health crisis, economic uncertainty, and persistent social turmoil. Employees are under a lot of stress, and it is a leader’s responsibility to reach out. Engage in socially distant conversations with co-workers and one-on-one video calls with remote employees. Inquire about their specific situations, as well as their concerns. You may have done a lot of this when the epidemic first started, but you should keep checking in as things evolve.
6. Consistently check in on your employees:��Having the correct tools can help ensure that collaboration happens smoothly, and that the employees are satisfied. A major source of frustration in professional spaces stems from utilizing a tool when the employees don’t know why they are using it, or when the tool doesn’t improve workflows and productivity. It’s also critical that the tools perform well in both synchronous and asynchronous environments. Tools and administration for the sake of it are fundamentally harmful, so putting the correct tools in people’s hands and listening to their comments goes a long way. If you are a small or midsize enterprise, you can look at leveraging the power of��. It is a cloud-based, subscription ERP software designed for mid-market companies and subsidiaries.
7. Utilize Technology:��Having the correct tools can help ensure that collaboration happens smoothly, and that the employees are satisfied. A major source of frustration in professional spaces stems from utilizing a tool when the employees don’t know why they are using it, or when the tool doesn’t improve workflows and productivity. It’s also critical that the tools perform well in both synchronous and asynchronous environments. Tools and administration for the sake of it are fundamentally harmful, so putting the correct tools in people’s hands and listening to their comments goes a long way. If you are a small or midsize enterprise, you can look at leveraging the power of��. It is a cloud-based, subscription ERP software designed for mid-market companies and subsidiaries.
8. Strive for inclusion:��When you’re leading a hybrid team, creating a fair and equitable environment is more difficult. There is a proximity bias that leads to the erroneous perception that ‘office workers are more productive than those who aren’t there.’ Leaders must implement procedures to resist this trend. It may be as simple as making it a rule that all team meetings take place over Zoom, even if some employees are at the office together. You must ensure that everyone on your team has an opportunity to make themselves heard, seen and recognized.
9. Hire the right people:��It’s critical to get the proper individuals in a hybrid workforce. Not everybody flourishes in a hybrid workforce, and not every sector is well-suited to flexible work schedules.
10. Recognize that hybrid is not a stop-gap arrangement: A haphazard approach to hybrid work will almost certainly result in a haphazard response from the team. If you’re just biding your time until you can order everyone back into the office, it will show. The success of this hybrid method of working depends on a transformation in the workforce’s thinking as well as their talents.��That notion should pervade everything you do, from employee technology to communication to processes and beyond.

Business analytics services and hybrid workspaces

Most employees have evolved to anticipate flexibility, and the hybrid workplace model encourages it. However, in terms of how office space is organized and managed, it presents new problems for real estate teams and workplace leaders. There is still a lot of uncertainty about how people will use offices after the pandemic. It’s difficult to determine what to do until business leaders understand how diverse employees will use the office in the new workplace landscape. As a result, business analytics services and the data gathered will be critical in optimizing the workplace and ensuring a positive employee experience.

Conclusion

By allowing employees in a variety of professions to work remotely, businesses have gained confidence in their ability to achieve high productivity and decrease workplace costs.��Many companies are developing new hybrid approaches to their workforce, which not only line with individual demands but also better suit organizational needs, after seeing the many benefits of working remotely. Increased cooperation, change in corporate culture and empathetic management of all employees will ensure a proper balance between the digital and physical worlds.��As some employees return to work, the focus should now shift to improving security, infrastructure, and employee experience to meet the evolving needs of a hybrid workforce.

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Digital transformation is a paradigm shift, one that promotes experimentation and acknowledges failure. It generally refers to the integration of digital technology into all aspects of a business. It results in a fundamental change in the operation of the company and the way customers receive their services. Sometimes, long-standing business practices might have to be scrapped to usher in dynamically evolving work practices.

Digital transformation needs a problem statement that spurs the transformation and can mean different things to different companies. For one, it could mean going paperless. It could also mean the introduction of data analytics to another. But at its heart, it’s all about the work culture and leadership of the company.

In essence, the goal of digital transformation is to make a company future-ready. The development of operational and customer-oriented capabilities enables a company to be more agile. The use of data is a key point, so is participation in digital ecosystems. The major techniques employed include:

• Standardization, Automation, and core process re-use, through modularized services.
• Renewing and integration of digital infrastructure
• Seamless access of systems and data sources to company stakeholders (A single source of truth, similar to blockchains)
• Integration of customer offerings across multiple products and channels
• Collection of quality customer information which includes their needs, concerns, and goals.
• Creation of distinctive value propositions which make the company a customer’s first choice.

Customer centricity Drives Digital Transformation

Digital transformation is about customer-centricity. Today’s customers are looking for aspects such as personalized service, expanded self-service and more thought which enhances their experience.

Organizations need to give more focus to the customer’s journey. By incorporating customer satisfaction into the company’s corporate DNA, and by empowering the employee to deliver exceptional customer service through digital transformation, the company becomes intrinsically linked to the customer journey.

Digital Transformation should begin with a problem statement, an aspirational goal, or a clear opportunity, according to Quickrete CIO Jay Ferro. An aspirational statement could be about being the best to do business with through digital transformation. Or the ‘why’ part could be about improving customer experience, reducing friction, increasing productivity, and increasing profits. Companies are beginning to utilize technology to transform themselves to receive better insights into the customer journey. This crucial insight reduces friction, which increases the probability of them becoming recurring customers. Companies are also evolving themselves around these principles and reaping their rewards.

Being proactive and empowering the customers with self-service tools is one of the many ways to usher in digital transformation and improve the customer experience.

The Employee Experience (EX)

The Employee Experience is a holistic term used to encompass all aspects of how an employee thinks and feels during every touchpoint of their journey in an organization. It is an emerging business function that traces the employee journey and is a direct response to the Customer Experience (CX) function.

Since organizations now understand that satisfied employees make for satisfied customers, there’s an equal focus on EX and CX. The idea behind EX is for organizations to appeal to employees’ physical, intellectual, emotional, and aspirational wants and needs. While strategizing to improve the overall EX of a company, it is essential to hone on specific targets. There are three primary domains which include the Procedural Employee Experience, the Textural Employee Experience, and the Emotional Employee Experience.

Effects of Digital Transformation on Employees

• Increased Flexibility Through Cloud Computing

With the advent of cloud computing, employees have the freedom to do their work off-premises efficiently. And since remote working is a norm now, digital transformation is equipping employees with different means to work seamlessly. There is flexibility in the location of work, and employees reap the benefits of improved work-life balance. More than half of UK employees feel that they can be����as they can be in the office.

This flexibility is extended to hiring managers as well. They can now choose the person with the right skillset and do not have to compromise on candidates due to the location of the office or commute. Logistical challenges are reduced in the digital space, thanks to digital asset management and digital supply chain systems.

Cloud computing decreases redundancy and miscommunication among team members. Internal communications have never been so fluent, and employees are bombarded with myriad options to choose from. Social media, intranet, IM, team forums, and video conferencing are just a few of the many options available.

• Better analysis and Work Reporting

Human resources departments are now equipped with tools and digital dashboards to measure performance and monitor personnel activities thanks to the digital transformation of the workplace. Interactions and relationships between HR and business leadership have bloomed thanks to improved analysis and reporting technologies. Digital tools have a positive impact on workforce optimization and communication, which results in streamlined workflows, lower budgets, and quicker results. However, this comes at a cost to the personal privacy of the employees, and it’s a tight rope to walk on. Maintaining good performance and performance analysis techniques without going overboard is a challenge.

• Greater focus on Information Security

Digital adoption also creates information security risks that need to be managed through enhanced security infrastructure and processes. Anxiety around information security in today’s age is understandable, with data breaches becoming a common occurrence. But good leadership and management can avoid the pitfalls of information security by investing in good security infrastructure. It is important to prevent anxiety and cultural challenges in the workplace and instill confidence in the employees through good work practices. Information security is also the responsibility of employees, and this is a practice that should be a part of organizational culture. Employees should regularly be made aware of good information security practices, and the implications of not following them must also be made clear.

• Increased Productivity

Digitization of crucial business functions will ensure the employee spends time on the things that matter and does not waste time navigating labyrinthine workflows. Resources can be managed efficiently through digital systems that are accessible remotely. Collaboration becomes easier and good relationships can be built around the workplace, which improves productivity and employee morale. There are many collaboration tools available, like employee directories, social profiles, activity feeds, and dashboards that streamline communication and promote teamwork. Employees feel a sense of belonging as a result. They feel empowered and happier.

By automating routine and mundane tasks, you can free up time, so your talent stays focused on high-value, high-impact work.

• Higher focus on adaptability

As technology is ever evolving, the employees would also need to evolve alongside business practices. They are encouraged to innovate, learn, and adapt to challenging situations. They will be exposed to a new dimension prioritization, quick decision-making and process play a major role in how the work plays out. This makes a highly agile and adaptable workforce ready to take on the next challenge through innovation and experimentation.

How to Engage Employees About Digital Transformation

��“Digital is a loaded word that means many things to many people, “says

Jim Swanson, CIO of Johnson & Johnson. It is vital to engage the employees and clear misunderstandings at the initial stages itself. This helps provide greater clarity of the multifaceted process of digital transformation.

The Soul of the Company

Even though customers are at the core of digital transformation, it is the employees that will be catering to the customer. It is important to understand the employee experience and the effects of the disruption that digital transformation can cause. The purpose of digital transformation is to create thoughtful employees who can connect with the customers. They need an enabling work environment that helps them to achieve that goal. It is common knowledge that happy employees make happy customers. Employee satisfaction has a direct correlation to a company’s market value.

Thus, an evolution of the company operation shouldn’t be at the cost of the employee experience. If done right, digital transformation of the workplace can result in a happy workforce. True leadership will inspire confidence in the workplace and align skills and knowledge with the appropriate digital platforms. It is up to the leadership to create awareness among employees about the changes that are about to occur and be transparent about it.

Starting small with minor changes that include prioritizing the need of the organizations with the milestones of the digital transformation will be ideal for the company. Minimizing the disruptive potential in the workplace by slowly easing in changes will go a long way to instill employee confidence and engage them. It is important to start with empathy and understand their plight to achieve unity in the workplace. Increased collaborative capabilities, efficient cloud-based systems, digital asset management, digital supply chains, automation etc. are just a few benefits of a successful digital transformation of the workplace.

Transparency and the importance of communication

No employee wants to feel isolated while the rest of the company embarks upon a journey that’s strange and new to them. Closed-off environments can create pockets of fear that act as catalysts for rumors and anger.

Being transparent about the vision for the digital transformation is almost as important as the transformation itself. It is up to the company’s leaders to ensure that everyone is on board for the journey. Moreover, cross-functional employees will be able to highlight concerns and bring a new perspective to the table, which will be extremely valuable in the long run. Here is a generalized version of a checklist of the things that every employee needs to know before embarking upon the digital transformation journey.

• What is digital transformation?
• Why does the company require it?
• How will the employees be affected – both short term negatives and long-term positives
• The timeline
• The new technologies that will be introduced in the workplace
• How will the employees be prepared?

Benefits of Digital Transformation for the Company

Lower Operational Costs

A digital workspace directly translates to savings in transportation, office space, furniture, and time. Technology has advanced to such a degree that online collaboration is comparable to in-person collaboration. Cloud servers eliminate the need to manage on-premise servers and maintenance costs can also be reduced.

Improved Bottomline

The improved productivity and efficiency combined with lower operational costs significantly improve the bottom line, resulting in better revenues.

Better Customer Experience

Better customer experience can be brought about through changes like user portals, digital products, and how companies reach out to potential customers. By delivering seamless and intuitive experiences to customers, their experiences are elevated. Today’s customers expect good digital experiences. They are now spoiled with endless choices, fast delivery of products and services and low costs. Customer Experience (CX) is touted as the key driver of sustainable growth.

Increased Agility

Digital transformation helps a company to stay ahead of the curve. They can employ continuous improvement strategies that consistently innovate and adapt to the dynamic environment. An agile workforce results in remarkable foresight and innovation.

Customer Insights

With the help of data, companies have an insight into customer habits. By understanding the customer better, strategies can be developed to make the company more customer-centric. Structured and unstructured data, social media metrics etc. can be used to achieve this goal and drive business growth.

��The Different Pathways of Digital Transformation and its Effects on Employees

MIT Sloan Centre for Information Systems Research (CISR) conducted studies that analyzed the����They did this by comparing companies at different stages of their transformation progress along different pathways. Each pathway refers to a particular kind of digital transformation journey embarked upon by the company, influenced by the type of company they were. The study observed how the employee experience ratings changed according to the amount of transformation completed and compared the differences between the pathways.

Ideal ways to Bring About Sustainable Change

The study concluded that the order in which companies develop operational and customer-oriented capabilities have a significant impact on the employee experience. Focusing solely on the customer experience might backfire and detrimentally affect the employees. The difficulty of adapting to increasing technologies in the workplace, referred to as the ‘technical debt’, will impede customer-oriented capability development in the long run.

The study suggests that the ideal way to embark upon the digital transformation journey is to first develop a foundation of required operational capabilities. Another option would be to alternate between the development of operational capabilities and the development of customer experience in small steps. The top priorities of the company should be to integrate operations across silos, provide employees with seamless access to data and systems, and automate core processes through modularized services. Iteratively doing these will simultaneously reduce operational complexity while ensuring that the employees can keep up with the changes.

The greater level of autonomy will encourage employees to approach colleagues at any level of the company. This autonomy can be leveraged later as they become more effective at measuring the cost of operations and customer experiences using the tools given to them through the digital transformation journey. Increased transparency and democratized access to metrics with the help of dashboards encourage employees to be open, curious, and innovative. They will make more informed contributions and ideas to new products and services across the company, thanks to simplified systems.

It is important to recognize the fact that digital transformation affects most of the employees in a company. It is unwise to disregard the employee experience while on the quest for improved customer experience, and the employees require deliberate attention. According to the study, companies that considered the employee experience to be vital to the future of the company and paid greater attention to the role of the employees fared better in the digital transformation journey.

The study concluded that employee enablement requires constant focus from the leaders. Heroics from committed employees can succeed in the short term but they are neither scalable nor sustainable. It is wiser to adopt a consistent long-term approach to bring digital transformation to the workplace.

Digital asset management and digital supply chains are two such solutions to the disruptions to their real-life counterparts. Customers need to be attracted through innovative solutions while minimizing the impact of disruptions like the pandemic. By going digital, businesses can achieve that goal. Consulting with industry veterans like �鶹ԭ�� solutions will help devise detailed strategies unique to a company to bring about the digital transformation of the workspace.

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But the question is not when to bring everyone back, but how to use this opportunity to create a workplace that allows everyone to collaborate, focus, learn, socialize, and grow.

My colleague Steve Hunt, chief expert of Technology and Work at �鶹ԭ��, calls this line of thinking a “.” And I couldn’t agree more. Now that more than����of millennials and Gen-Zs prefer the option to work remotely more often, it’s clear that pre-pandemic employee experiences will never come back again.

But this sentiment doesn’t mean that the traditional office experience is dead – it simply means that employee needs are evolving. Whether your employees are working remotely, on site, or within a combination of both, delivering experiences that keep your people engaged is critically important. After all, the hybrid workplace is likely to become more common across many industries for the foreseeable future.

Sustaining a culture of employee engagement and productivity

Some businesses are already heading in the direction of a hybrid work model, allowing some people to work two or three days in the office and the rest of the week remotely, for example. But that part of the hybrid work model is the easy part.

The real magic happens when companies are able to:

• Tap more diverse talent pools
• Assess available skills and capabilities
• Realign resources to address changing needs
• Develop future leaders
• Compensate and promote people fairly
• Recognize and reward top performers in ways that increase motivation and performance

These aspects of the overall employee experience strategy must happen no matter where employees sit.

A hybrid workplace model challenges HR teams to not only keep people connected, engaged, and empowered, but also analyze data-driven insights to understand and improve the workforce culture and deliver business outcomes. But this exercise is not just for HR leaders – executive-level leaders, department heads, and organizational managers must accept responsibility to do the same.

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Sales leaders are already familiar with this model to a degree. They engage primarily remote salespeople through active listening and consistently study the sales pipeline and win-loss analyses to determine which are most productive, hitting targets, and exceeding expectations. To stay competitive, sales leaders must know their organization’s cost in terms of total headcount and its implications on the company’s bottom line.

How to achieve the right balance

Transforming a workplace into a hybrid model is not as simple as writing new rules of employee conduct and setting new expectations. There is still much work to do to close any gaps in how tools and technology at work enable a great employee experience. Although employees are satisfied with some tools, they may still be skeptical about whether they have everything they need to be productive and continuously develop and grow.

However, building the connections needed to make this happen is not always easy without the right support. According to��, 29% of midsize businesses cite a lack of coordination between different departments as a top internal challenge and 44% cite effective collaboration across functions as a major barrier to transformation initiatives.

Technology plays an essential role in overcoming these issues to create an engaged and agile workforce that enhances business continuity and increases resilience. In fact, employees who are highly satisfied with their company’s tech are six times more likely to be highly satisfied with their overall employee experience.

So how can a business maintain that “workplace hum” of interconnectedness when some people are in the office and others are remote on any given day? The answer goes beyond traditional HR approaches to a more human-centric one, called human experience management (HXM).

HXM��is��about��putting people and their experiences at the center��of everything,��making work��not only easier, but more��individualized to each employee.

With the hybrid work model here to stay, it is increasingly important that employees feel connected, informed and with access to the tools they need to be productive from any device or location. And all of these capabilities are affordably accessible to midsize companies.

Digital workplace tools, such as this new HXM solution, allow employees to tap into everything they need – applications, processes, content, and information − from a single touch point and plus, they can personalize the experience based on what matters to each individual, and which insights and actions are relevant based on their behaviors.

Discovering peer groups, mentors, and intelligent recommendations with greater ease helps employees access the resources they need, stay connected, and save time to get work done. In addition, HR teams can leverage the technology to onboard and offboard employees and upskill and reskill through continuous learning,��skills development,��and on-the-job training opportunities.

With this modern and intuitive technology, multiple applications are integrated into a single user interface, extending the experience across all work-related touch points. And since the platform is extensible, companies can generate more value for their customers, partners, and stakeholders without the burden of ever-increasing IT costs.

Putting people first matters

There’s no doubt that the pandemic has empowered us to reimagine the workplace and created opportunities to optimize it.��But no matter where or how employees work, employee experience matters, especially when it comes to employee engagement and retention.

A hybrid work environment that is interconnected with the right foundation can become an experience that gives employees what they need to feel connected, empowered, appreciated, and fairly rewarded. And when employees and their experiences come first, and their true value is well-understood, midsize businesses create a true meritocracy that empowers their workforce to take charge of their future and the company’s success.

Connect the dots��between��customers, employees, insights, and processes across your midsize business. Read the Oxford Economics brief, “,” for research-based insights on the��value of being��interconnected��and the e-book, “,” for tips on how to act on them effectively.

Lara Albert is global vice president of Solution Marketing for �鶹ԭ�� SuccessFactors
This article was originally published on Forbes, .

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