For example, CGS-CIMB fine-tuned their policies to ensure collaboration and productivity while maintaining flexible working arrangements. In planning for their new office space at Marina Bay Financial Tower 2, the financial services firm took into account a long-term vision of a post-pandemic future.
They engineered a physical office experience around human connection, such as a co-working space designed to incorporate an office setup with recreational amenities that include a jukebox and beer tap. Newly implemented practices, such as monthly staff happy hour and team building events, in the right doses can motivate people to want to go back to the office – not just to work, but to reconnect with others.
EMPLOYERS STILL NEED TO TAKE REMOTE WORK SERIOUSLY
In a hybrid arrangement, workers will be away from the office several times a week. Besides improving the office experience, companies need to keep up with remote employee engagement and initiatives that prioritise their well-being. Those who have managed to do this well have seen engagement rise and productivity improve.
For example, tech firm Sabre announced a series of new employee benefits following the success of its “work from anywhere” policy. The company announced that employees could gain access to a wellness app, take paid time off to volunteer, gain mentoring support and participate in interest groups.
Taking care of employees while they work from home can also make them feel better about being called back into the office. Spending on employee engagement and well-being initiatives shows that employers are serious about investing in remote work.
But a hybrid work arrangement is not a static one. Finding the right balance between home and office will always require continued engagement and refining. Employers may want to collect employee feedback on the experience they wish to have at the office and ideas on how to improve collaboration and productivity.
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