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Career Edge Blog

Jul 07
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7 Challenges of Hybrid Work and How to Overcome Them

By Employer

Many organizations are switching to a hybrid model with no sign of returning to the good old 9-5, five days/week, any time soon. While the hybrid model has many benefits for the employee and the business. But it’s important to recognize hybrid work challenges, too, to be able to find a better structure and make it work. 

Below, we highlight the benefits and challenges of hybrid working and why it is set to become the norm for the future.

Benefits of Adopting a Hybrid Working Model 

Many organizations apply the hybrid working model since it provides a mix and match approach that offers multiple benefits. Every organization has their own reasons for adopting hybrid working, such as…

Focusing on Employee Well-being

Working from home, whether full or part-time, has become the norm. Many staff members have prioritized their well-being and family as a major perk. Employers have noticed a reduction in sick days and a boost in morale overall.

Reduced Overhead

Many companies have moved the office to smaller units, paying much less rent than previous larger office spaces.

For employees, a reduction in travel time and costs is a huge bonus, especially for those who spend half their working hours at home. 

Deliverables as a KPI

The older work model measured performance by assessing who sits most at their desks. But remote working removes the physical element. 

Performance KPIs can be measured now by delivery times and results. Hybrid work means that productivity is based on outcomes rather than behaviours, providing managers with a much clearer output.

Bigger Talent Pool

Hybrid work models opened the hiring criteria to be more inclusive than before. Job openings can now attract talented employees from far and wide, which wouldn’t be possible without the hybrid model. 

It also opened roles to candidates who require flexibility, due to childcare or other reasons. Companies can now hire the best talent with the chance to make their own working hours – which can also boost staff retention. 

Hybrid Work Challenges

Hybrid work can differ by team, department, or organization. Different roles come with varying levels of expectation for an on-site presence. 

Here are some of the most common hybrid work challenges and ways to address them to ensure that hybrid work becomes easier for everyone.

1. Employee Burnout 

Working from home can positively impact employees. Many feel more productive and refreshed without having to commute. 

In an office, taking breaks for a chat and enjoying the hour lunch break is part of the day. Meanwhile, At home, working through breaks or eating lunch in front of the computer is tempting. Overworking is a reality many faces as it can be hard to switch off at the end of the day, and the boundaries between work and home slowly disappear. 

A recent study on employee engagement found that 80% of leaders reported that a hybrid working environment was exhausting for employees – and employees said that hybrid was more demanding than either full-time remote or full-time in-office.

Solution

  • Managers and leaders must create opportunities for team members to discuss their health and well-being. This could be during one-on-one check-ins, virtual team coffee breaks, or even sessions with external wellness experts. 
  • Organizations must ensure managers have the skills to identify and support individuals struggling with mental health. Managers should not feel responsible for their team’s mental health (that’s for individual team members), but managers must know how to spot issues and what to say.
  • One of the core benefits of hybrid working is allowing employees to work wherever best suits their needs by promoting flexibility.

2. Office Space and Overhead

Handling employee costs and expenses with hybrid work isn’t quite as straightforward as fully in-house employees. For instance, keeping a dedicated office with all its perks could waste resources. 

Solution: 

Hybrid organizations must ensure that whatever office space they retain gives them the greatest ROI.

One of your best options is sharing an office space with another company. If you want to keep your offices, you can look into becoming more distributed with several smaller local offices instead of a big central office.

Deloitte is an example of companies that reduced its office space after Covid.

3- Employee Inequality 

There could be inequality in the hybrid workplace due to different reasons.

Home Office

Not everyone can work remotely. It can be not easy working from home if you don’t have a dedicated space or home office, so companies can’t ensure equality.

Recognition

Hybrid work can create an uneven playing field, where employees in the office more than others are more likely to get recognition and promotions. Otherwise, employees who spend most of their time working remotely could feel isolated from conversations and decisions because they’re not physically in the office. 

The problem of proximity bias is real and can cause other hybrid work challenges that can cause burnout, frustration, and resentment. 

According to recent statistics, people working from home were 38% less likely to receive a bonus than those working in the office.

Solution

  • Managers must ensure equality between remote and in-person performance. Without equality, the hybrid model will start to fail as employees recognize the link between being in the office and their professional success.
  • Opportunities for growth and recognition must be available to everyone, regardless of how they work. Organizations need to balance the experience for all workers and remember to offer everyone a choice. 
  • It’s vital that all employees feel included at work. Plan company events with hybrid top of mind, potentially combining more significant in-person get-togethers.

4. Communication Glitches

Poor communication slows workflow, leaving workers confused or missing out on important information. But achieving effective communication across distances can be a challenge. 

A lack of open communication hurts employee morale. Communication challenges in the hybrid workplace usually exist when there isn’t an agreed-upon policy or communication style.

Solution

  • Hybrid businesses must establish new communication channels to ensure important information is received and understood by those who need it. When the right channels and structures are found, communication is never disruptive. 
  • All formal communication should be delivered in person, written, and recorded so employees can receive the messages.
  • A few events require employees to attend in person. Creating an open connection between office-based and remote workers is essential for events. 
  • Find creative solutions to encourage team communication, such as brainstorming solutions together. Looping employees into the brainstorming process shows that you value input and collaboration. 

 5. Lack of Defined Hybrid Work Policies

A hybrid work is not a one-size-fits-all. It could be choosing which days of the week to work from home: Monday and Tuesday or Thursday and Friday. This means weekly meetings and client presentations can be scheduled for those days. 

It can mean lots of things, creating room for miscommunication and frustration. Organizations need clear communication on hybrid policies.

Solution

For a hybrid model to work, you need a strong policy. This can vary for different companies, but generally, it involves re-onboarding your entire team. Setting clear expectations and investing in emotional connection as soon as possible is crucial. 

Including employees in developing your hybrid policy will ensure their retention. As their feedback, so the organization would know what works for them.

6. Losing Culture 

Organizational culture happens when employees enjoy the perks of working, communicating and attending in-person events. But as your organization moves to hybrid, you must build and maintain a remote-compatible culture by retaining a positive workplace culture and keeping teams connected, whether at home or in the office.   

Almost 66% of workers say that having friends in the workplace makes their job more enjoyable. A lack of personal relationships can also manifest in feelings of isolation and loneliness.

According to McKinsey, having small moments of engagement among your team is key to creating a positive work culture. Workers who have the opportunity to make connections through teamwork, mentorship, and brainstorming form deeper relationships with their colleagues and achieve higher productivity levels.

Solution

  • Companies that want to continue attracting and retaining top talent must work harder to maintain remote-compatible cultures. This will improve productivity and drive stronger business outcomes.
  • Introduce regular social interactions, both on-site and virtual. For existing employees, encourage interacting through Slack or Teams channels. Groups discussing work-related topics or interests outside work like hobbies or sports to better get to know one another lay the foundation for lasting friendships.
  • Plan a virtual meet-and-greet for new employees. Plan an easier and seamless onboarding process by assigning a work buddy to provide introductions and teach them how to log into different systems or use work tools and techniques.
  • Evaluate your strategies by asking employers for feedback. Check-in with employees continually to determine what’s working and isn’t.

7. Management and Collaboration

To successfully navigate the challenges of hybrid work, leaders need to have an agile mindset. 

Managing a Hybrid Team

Managing teams in different locations can be challenging, especially ensuring employees have the same opportunities. 

Management of hybrid employees can get tricky, both from the point of view of managers and employees. It can be tough for managers to properly do their job without in-person interaction and provide accurate feedback, collaboration, and work satisfaction.

If not executed carefully, hybrid working can lead to a misalignment between employees working in the office and those working remotely. 

Solution

  • One of the main appeals of a hybrid model is the balance between autonomy and collaboration. Promoting a culture of trust is essential to managing hybrid employees.
  • Frequent communication through well-established channels is also key. It greatly helps if you have well-thought-out management tools. 

Traditional Workplace Bias

A hybrid work environment might not be a preference (or even ridiculed) by managers and employees soaked in traditional office culture.

Remote employees can pick up on these resentment feelings, adding to the sense of isolation and lack of connection with the on-site team.

While many studies show that the average remote employee worked 1.4 more days every month (16.8 more days annually) than those working in the office, some managers still question the validity of hybrid work. 

Solution

  • Team leaders and managers must have regular check-ins and catch-ups with their employees. Not only to connect on work progress but also to guide professional development and understand employees’ stress levels.
  • For the successful execution and normalization of hybrid work, those misconceptions must end. Leaders must accept the value of their hybrid workforce and its contribution. Managers must learn to value everyone’s contributions equally. 

Establishing Collaboration and Connection

Collaboration is key to a quality and successful hybrid team. Leaders must find a way to re-establish a sense of collaboration across a distance.

Solution

One way to foster deep connections is through events and activities. Those can create memorable moments and reinforce employee bonds away from their usual working location and schedule.

Want to hire remote or hybrid candidates, start today!

Jun 01
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8 Proven Employee Retention Strategies

By Employer

Picture this; your top employee quits out of the blue. You try to keep them, but they got an unmatched offer. 

Now, you have to rely on the remaining staff to take on more responsibility while searching for a replacement. The rest of the team feels overwhelmed, their morale is not the best, and they probably think about leaving.

The good news is that almost two-thirds of employee departures are preventable. 

So before losing another top performer, it’s time to revisit your employee retention strategies to ensure your business provides job satisfaction and employee retention. 

76% of workers want to look for a new job. In 2021, Visier’s research reported that the turnover rate was 25%.

You might be asking, what makes employees stay?

Employee retention should always be a priority—having comprehensive employee retention strategies can play an important role in attracting and retaining employees and reducing turnover and all its costs. Here are some of the ways to do that…

1. Create Professional Development Opportunities

Losing employees due to no or minimal learning or development opportunities is one of the worst kinds of employee turnover.

Because the best employees want to advance in their careers, they are motivated by challenging work and the potential of promotions. Employees who remain stagnant for an extended period are more likely to leave an organization.

94% of employees surveyed by LinkedIn said they’d stay longer at a company if it invested in their professional development. 

Here is how to develop effective learning and growth strategies:

  • Understand the learning preferences of your employees
  • Provide tuition assistance: support your employees by subsidizing their education when possible.
  • Support employees build upon their skills through stretch assignments, cross-training, and seminars.
  • Mentor employees to help them reach their full potential.

2. Ensure that Employees are Appreciated and Recognized

According to one Gallup poll, 66% of employees say they would quit their job if they felt unappreciated. Only 49% of exiting employees said they felt valued by their leaders.

Some managers don’t show gratitude, which leaves employees feeling underappreciated. In fact, employees are more than twice as likely to experience burnout when they feel unappreciated. 

Some managers would make common mistakes when trying to improve recognition, including:

  • Going around at the end of each day to thank everyone on the team one by one
  • Going from never thanking anyone to suddenly thanking everyone for everything
  • Delivering thank-yous followed by a negative comment

Tips to improve employee appreciation

  • Build a culture of recognition by celebrating and rewarding behaviours and going above and beyond.
  • Present the recognition publicly during events or on internal networks that allow you to broadcast a coworker’s accomplishments.
  • Create annual awards where recognized employees are honoured by their peers and senior management.
  • Show recognition and appreciation to employees in other ways (such as bonuses, promotions, more time off, etc.) to demonstrate your respect and appreciation for hard-working team members.

3. Prevent Burnout

A study from Morneau Shepell reported that 40% of managers and 34% of employees suffer from “extreme stress.” Researchers from Harvard and Stanford found that working for long hours increases life expectancy by roughly 20%. 

Burnout from work is experienced by 74% of employees. But overworking employees is a short-term strategy that doesn’t have a lot of long-term gains. Research shows that after a certain point, productivity declines every additional hour. Moreover, overworked employees tend to fall ill more and make expensive mistakes. Not to mention that it hurts job satisfaction over time and affects the company’s recruitment and retention costs.

Actionable strategies to prevent employee burnout

  • Facilitate an open manager-direct dialogue for workers to freely speak about their workload and request the support they need it
  • Encourage workers to take time off
  • Increase headcount or radically prioritize tasks

4. Create Flexible Working Arrangements

After Covid and having to work remotely, employees realized that they could eliminate one of the biggest pain points of the job—commuting into the office, especially when people are working from home, has proven to be as productive as those who remain at the office. 

Employees who are given ample growth and flexibility are 4x less likely to become a retention risk. Employee turnover statistics: 23% of workers have left their job due to a bad commute.

A few actionable strategies to provide flexibility in the workplace include:

  • Provide remote and hybrid options; business leaders should promote remote working and flexible hours, especially if your teamwork in terms of deliverables.
  • Consider conditional flexibility. This means the option to work from the office one to two days a week. Flexible hours allow workers to create a schedule that works for them. 
  • Offer flexibility in how employees work, by giving your team autonomy and eliminating micromanagement.

5. Offer a Fair Compensation

If your employees are putting in the full effort but feel like their pay is not fair or not consistent with the industry benchmarks, they’re likely to entertain offers from another employer who is happy to pay them more.  

A recent Glassdoor investigation found that 45% of employees who resign have done so as they were not satisfied with their salaries.

Competitive pay is more than just the paycheck; it also includes the benefits offered to employees that contribute to their total compensation—bonuses, healthcare coverage, paid parental leave, life/disability insurance, paid time off, and retirement benefits. 

Great benefits make employees feel valued, supported, cared for, and less likely to look elsewhere. 

6. Prioritize EDI 

Diversity, equity, and inclusion have become an expectation in the modern workplace. Managers should always think of ways to make the workplace more inclusive by eliminating bias and barriers to diversity. Leaders need to consider each employee individually and create a work environment that supports everyone’s unique needs. As employees feel seen and included, they’ll have more initiative to stay. In addition to the retention benefits, your business will also reap many other EDI benefits.

7. Communicate Openly 

Create a culture where employees can talk and feel connected enough to do their jobs well. Managers should regularly check in with employees to address issues, answer questions, and discuss future career goals. 

Employees’ insights can also provide you with the tools to take strategic, evidence-based action and improve the employee experience and retention. 

An actionable employee communication plan includes

  • Employee surveys to understand the employee experience, perception, and feedback. 
  • Creating a safe space for your team to share their honest opinion. 
  • Exit interviews and surveys to help leaders understand why employees leave
  • Having two-way feedback where managers can uncover areas of improvement for themselves and grow in their role
  • Getting insights from consultants and coaches to assess the work environment.

8. Enhance the Onboarding Process

Imagine going through an expensive recruiting of a new talent only to lose them within the first two months.

Losing a new employee potentially points to a poor onboarding process. An HR research found that 76% of workplaces aren’t onboarding their new hires properly, while only 47% believed their onboarding program effectively retained new employees.

Actionable tips to improve onboarding

Create a program that’s about integrating new hires into the company culture. Your onboarding process should: 

  • Clarify job expectations
  • Set employees up for success
  • Explain the company’s policies and procedures
  • Outline company culture
  • Introduce the new hire to their team and other teams
  • Give the new employee a chance to ask questions when they arise. 

This process can take up to a year to ensure your employees are fully immersed and comfortable with the organization. A strong onboarding plan can help employees feel connected faster, decreasing their likelihood of second-guessing their decision to join your organization. 

 

While money can retain people, it’s not the only way to retain employees. There is more to keeping employees than just paying more; in many cases, you just may need to pay attention.

Keeping your current employees happy and improving job satisfaction is the smartest employee retention strategy.

May 03
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6 Benefits of Diversity Hiring That You May Not Know About

By Diversity and Inclusion

Hiring a diverse workforce has become a priority for so many companies worldwide. While it’s still optional for many employers in Canada, some governments worldwide are starting to regulate it.

Some businesses want to attract a diverse group of people to reflect the community, but that’s not the only advantage. Diversity in the workplace has many more benefits than just ticking a box. 

What is EDI or Equity, Diversity, and Inclusion in the Workplace?

Diversity and inclusion hiring provide opportunities for underrepresented groups that wouldn’t otherwise be considered because of biases related to a candidate’s age, race, gender, religion, sexual orientation, or any characteristics unrelated to their job performance.

There is a common misconception that EDI hiring aims to increase workplace diversity for the sake of diversity. The objective of diversity hiring is to identify and reduce potential unconscious biases in screening, shortlisting, and hiring qualified candidates. The long-term goal for EDI hiring is to create a culture of inclusivity and diversity in the workplace to reflect society.

Benefits of Diversity in the Workplace

Diversity recruitment isn’t only the right thing to do, but it’s also the smart thing to do. When a business recruits and retains a diverse pool of people, it benefits the company and its employees. 

Here are some of the benefits that employment diversity could improve your business in the short and long run.

1. Improving Sales 

Diverse companies are more profitable and more likely to achieve long-term growth as an entity when compared to less-diverse counterparts. 

Forbes research has identified that workforce diversity and inclusion create a better performance for product development and new markets, while companies with diverse top management reap the benefits of higher earnings and returns on equity.

According to McKinsey’s research, for every 1% increase in diversity, the company should predict a 3% to 9% increase in sales revenue.

2. Decreasing Turnover 

Companies that recruit and retain a diverse workforce have a competitive advantage. 

Many employees prefer companies with diverse workforces because this shows that the company is open, accepting, and free of discrimination. This leads to happier employees who feel loyal to their company and are more likely to stay there for years. 

Decreased turnover rates can also save time and money, improve recruiting efforts and help you get the brightest available talent through your doors.

3. Increasing Creativity

Growing up, living, and working in a different country often gives immigrants to Canada a unique perspective that can enrich your company’s decision-making processes. When you have a wide variety of minds working together to solve a problem or help your company achieve some goals, you get unique and out-of-the-box solutions.

Professors Hong and Page from the University of Michigan showed that groups of diverse problem solvers could outperform groups of high-ability problem solvers.

4. Cultivating a Resilient Workforce 

In today’s ever-changing market, the ability to adapt to sudden and unforeseen events can make or break your business.

Luckily for you, diverse groups of immigrants come with a proven ability to stand in the face of any change. They’ve left their countries, families, and lives as they know them, hustled, and settled in Canada. 

If you want to increase your company’s resilience, these are the kinds of employees you should be hiring.

5. Better Access to Local and International Markets

The Canadian market is so diverse right now, with one in five Canadians identifying as an immigrant. 

Hiring diverse immigrant groups is only natural because it reflects the community. Companies with a diverse staff are better positioned to meet the needs of diverse customer bases. They can also help a company tailor its messages and approach and better connect with different groups in the market.

It doesn’t just work locally; immigrants can be an invaluable asset if your company wants to expand internationally. They can often offer up insights and contacts in their home country and save their employers time and money.

6. Enhancing Corporate Reputation

Inclusive companies that hire a diverse workforce are more likely to be viewed positively in their industry.

Being recognized as an inclusive organization can help your company receive good press and develop a strong employer brand, which will help you improve your reputation. 

Career Edge partners such as RBC, Scotia Bank, TD Bank, Manulife, TTC, and the City of Toronto have been receiving Canada’s Best Diversity Employers award for years. This program recognizes employers across Canada with exceptional workplace diversity and inclusiveness programs.

Want to hire a more diverse workforce? Get in touch with Career Edge today!

Feb 04
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Celebrating Black History Month

By Events and news

February 1st marks the start of Black History Month – a time where we celebrate and honour the achievements, stories, and legacy of Black Canadians. We are invited to learn about the contributions Black Canadians and their communities have made and continue to make within our society.

“Coming from a place where there are many ways in which African culture and festivals are celebrated, it is interesting to know that contributions made by people of African descent are recognized and celebrated in Canada as well.”

– Lola Pitan, Talent Specialist, Career Edge

Read More

Jan 14
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New Year Resolutions

By Events and news
For many of us, the New Year is a chance to not only reset and reflect on the year that passed, but also to set goals, create milestones, and plan for growth over the next 365 days. Considering the eventful, tumultuous, exhausting (and sometimes confusing) last couple of years, mental health, self-care, and work-life balance has shot-up the resolution lists for a lot of us. As for organizations and employers, taking care of their employees and ensuring a healthy and safe work environment will continue to be the priority for the year to come.

For Career Edge, welcoming the year of 2022 meant continuing our mission of creating meaningful, valuable, transforming, life-changing internship opportunities that empower individuals and launch careers that matter. As an organization, this is what we’re committing to for the year to come: Read More

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