Talent Management, Engagement, and Retention of Hybrid Work Employees

The issues that managers face have grown as work has moved away from central offices and into hybrid work environments. Managers need assistance in overcoming the most typical issues that arise when managing work groups that include both work-from-home and work-from-an-office (hybrid) work groups. Managers may successfully navigate the landscape of hybrid work by knowing the challenges and honing their abilities to acquire, engage, and retain remote workers.

When working from home, workers encounter significant distractions. They may face distractions from small children, noisy relatives (or spouses), or aggressive pets. It gets more difficult in remote mode because the professional environment, which often encourages us to work, is completely gone. Working from home allows us to be easily sidetracked by family members or pressing personal duties that can seem more thrilling than the work tasks we need to do before close of the business day.

Distractions reduce productivity at work and during daily tasks. It is difficult for workers—and even managers–to focus and accomplish a task when they can be distracted from it. Furthermore, getting critical work done may be difficult if workers are regularly distracted by those who may not realize how busy they are.

Collaboration can be difficult for any team, but working together in hybrid work groups can be exceptionally demanding. Remote workers experience a lack of informal and formal face-to-face communication; work-from-the-office workers may be distracted by those who “drop by” for casual social chat. Work groups composed of hybrid workers can lead to poor team relationships and misunderstandings. Managers must endeavor to foster a team culture that encourages collaboration and communication, which can be complicated by hybrid work arrangements.

Managers must grasp the problems that employees face when working from a distance or even those working in the central office. Managers may help employees maximize their productivity while remaining connected to the organization by creating policies that foster teamwork and communication as well as offering appropriate opportunities to work in teams rather than independently.

In this dynamic online program, hear how to acquire, engage, and retain workers in the post-pandemic world.

Top Learning Objectives

  • Acquire talented workers for hybrid work
  • Engage talented workers for hybrid work
  • Retain talented workers for hybrid work

Tools you will receive

  • A tool to diagnose improvement areas in the interpersonal climate within a small group
  • A tool to measure the perceptions of small group members about ways to improve group productivity
  • A checklist to improve the onboarding of workers in hybrid work groups
  • A survey instrument to measure individual issues affecting productivity in hybrid groups
  • Case studies about managers dealing with real-world problems with hybrid work groups
  • Critical incident activities/exercises in dealing with problems affecting hybrid work groups

Who Should Attend?

  • Operating Managers
  • Front-line Supervisors
  • HR Managers
  • HR Professionals

Trainer's Background

  • A Distinguished Professor in the Workforce Education and Development program on the University Park campus of The Pennsylvania State University
  • He spent nearly 20 years in HR in government and business before becoming a professor 30 years ago, and he has spent nearly 30 years with his wife managing 6 small businesses
  • He has travelled extensively to all parts of the world to conduct training and consulting and has authored, co-authored, edited, or co-edited 158 books since 1987
  • This 2023, he was admitted to the International Adult and Continuing Education Hall of Fame

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