Managing the New Blended Workforce

July 16, 2020 | 2 minute read
Emily He
SVP, HCM Marketing
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This blog was originally published on Human Resource Executive. For the full article, click here.

Back in March, when work-from-home policies became the new normal, I began planning all I would do during my free time. Without having to battle the terrible commuter traffic in the Bay Area, I figured I would have at least two extra hours each day to exercise or pursue a new hobby.

Now, three months into this new world of work, I find myself working more than ever, quickly filling up those two “spare hours”—but also being more connected than ever. While we have quickly embraced technology that virtually connects dispersed teams, we’ve also found ourselves spending more time with families and redefining work-life integration.

HR professionals used to debate whether organizations could maintain employee productivity in a remote workforce and whether it would actually “work.” I’d say that question has been answered with a resounding “yes!” and I predict that many companies will continue to allow remote work long after the pandemic has passed. But that won’t be the case for all.

As companies begin to reopen, HR will have to manage a new blended workforce, comprised of remote employees working from home and on-site employees returning to newly re-opened offices (and perhaps some back-and-forth between both).

This new blended workforce will introduce new challenges for HR, having to meet new employee demands and expectations. While there is no one-size-fits-all approach, HR leaders will need to develop strategies tailored to all employees, deliver a positive employee experience both virtually and in-person, and enable employee productivity for both a connected and dispersed workforce.

For a few suggestions on where to begin, continue reading here.

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Emily He

SVP, HCM Marketing

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