As HR professionals, you are typically the main point of contact and the bridge connecting management and employees. Your management of the workforce dictates the staff’s optimism, affects productivity and contributes to the business’s success. When it comes to a blended workforce, specific and results-driven approaches are necessary to empower the workers and the company.
What Is a Blended Workforce? A blended workforce is when an organization has various types of employment on its team. Unlike traditional workplace environments where all teams are expected to be in the office during working hours, a blended workforce has people working from the office, from home, or as part-time staff, under contract or freelancers.
Why Is a Blended Workforce Important?
Post-COVID, many offices are now looking to revert to a traditional in-person work approach, with 90% of companies planning to implement a work-from-office policy by the end of 2024. However, a blended workforce provides an important alternative that improves employees’ morale and builds an inclusive workplace.
Here’s why a blended workplace could improve results:
● Builds diversity: A blended workplace allows people of different backgrounds to work for the same cause. It also benefits the employer because the workplace can have staff with various skills and experience without the location barrier.
● Reduces costs: Having a team of different employment types is cost-efficient because the spending on office resources is typically less. Part-time and freelance staff use their equipment, saving employers money on furnishing them with the necessary items. In addition, enterprises with fully remote policies would also not spend on a physical office. Those with a hybrid setup can spare more money for simpler items like pantry stock-ups, internet bills and cleaning supplies.
● Offers flexibility: A blended workforce can give team members better time management and control over their day. Remote, part-time and freelance workers spend less time commuting, which improves work-life balance. Employers can also adjust their staff pool to meet demands.
5 Strategies for HR Professionals to Create a Unified Blended Workforce
You can create an inclusive, optimized and efficient blended workforce that provides excellent opportunities to both employers and staff. Here are some tips for achieving this.
Use Various Hiring Tools
One hiring platform would usually suffice if you’re looking to staff an office. However, in a blended workforce, you will need to utilize multiple platforms for different employment types.
For example, a freelance service marketplace is suitable for gig workers, a job posting page can help you connect with candidates for permanent positions and a staffing agency can find contract workers for you. This can assist you in finding the right talent, saving time and improving efficiency.
Create Clear Communication Channels
Different team skill sets and expertise require effective communication to ensure a collaborative environment. The communication must be objective, open and equal for all.
To ensure focus on the job, use workflow management solutions that allow staff to see and manage their tasks effectively. For example, some companies use Gmail and Google Chat for communication and Workspace for task automation.
Another area to focus on is communication between the HR team and employees. A workplace with various backgrounds and beliefs can contribute to disputes and conflicts. Promote an open communication channel and ensure they know you are approachable, respectful and objective should they need to talk.
Set and Manage Expectations
Managing a team of different employment types has nuances, and it is crucial to set expectations early on. As the schedules and time zones may vary, ensure everyone is clear about their work hours, availability and work arrangements. This assists in avoiding miscommunication and project delays.
Use data and analysis tools and dashboards to ensure all hands are on deck during working hours. You could also give the staff access to their personal work dashboards with interactive prompts for self-improvement. This would provide concrete data on their performance, offer suggestions on areas of development and let them monitor their progress. They can then adjust their schedule accordingly to maximize their output.
Focus on Comprehensive Onboarding and Training
During onboarding, employees should receive comprehensive and welcoming training, which can help them ease into the team without a hitch. Provide a cohesive rundown for all, focusing on the company’s culture and more intricate job-related knowledge. Your onboarding should assist in assimilation and socialization with the team and brand, regardless of location or employment type.
Also, encourage continuous training sessions with attractive benefits and perks. This can contribute to more positive feelings about the workplace and a more driven workforce.
Empower an Inclusive Work Environment
Having a blended workforce means your talent pool is diverse. Ensuring everyone feels valued and equal is essential to ensuring the workforce’s success. Regular check-ins and encouraging feedback promote trust and ensure the workplace is effective and supportive.
Include everyone in meetings, activities and events, but provide flexibility to avoid staff feeling forced. You can also organize team building activities online and in person to create an opportunity for everyone to meet and connect with each other. This helps build loyalty, increase productivity at work and promote a positive culture for all.
Building the Future of a Healthy Workforce
A blended workforce contributes to a better talent pool, employee morale and a loyal workforce. The driving force behind this approach is the HR professionals who provide the support and guidance to ensure the enterprise’s success.
This post was written for HRTech247 by Eleanor Hecks. Eleanor is a business and hiring writer and researcher who is passionate about sharing physical and mental health resources with the SMB community. You can find her work as Editor in Chief of Designerly Magazine as well as a staff writer for publications such as HR.com, eLearning Industry and Training Industry.
