BUILDING EFFECTIVE EMPLOYEE ENGAGEMENT IN A HYBRID WORKFORCE
The project aimed to address the challenges of maintaining professional relationships, culture, and employee engagement in Selwood Housing's hybrid work environment. With a workforce of over 300 employees and a turnover rate exceeding 20%, the need to strengthen connections and uphold company values became essential.
By analyzing similar SMEs, conducting employee surveys, and exploring global best practices, the project identified key areas for improvement, such as fostering cross-team collaboration, onboarding processes, and bridging generational gaps.
BROWSE KEY COMPONENTS
RESEARCH & ANALYSIS
Current Landscape Analysis: Analyzed Selwood Housing's hybrid work environment to identify key challenges in maintaining culture and connections.
Employee Insights: Conducted comprehensive surveys to understand employee perspectives on workplace connections and challenges.
Best Practices: Researched successful strategies from similar organizations and SMEs in the UK and worldwide.
KEY FINDINGS
Employees preferred a long-term hybrid work model but faced challenges in retaining connections.
Cross-team collaboration and onboarding were identified as areas needing improvement.
Generational gaps and reliance on digital communication tools impacted relationship building.
PROPOSED SOLUTIONS & STRATEGIES
IMPLEMENTATION PLAN
Cultural Ambassadors: Appoint team members to promote company values and foster connections.
Virtual 'Water Cooler' Moments: Introduce informal virtual chats to replicate spontaneous office interactions.
Mentorship Programs: Establish mentorship initiatives to encourage knowledge-sharing and relationship building.
Team-Building Activities: Organize virtual and in-person events to enhance team spirit and collaboration.
Phase 1: Quick Wins (0-3 Months)
Implement collaborative tools and platforms (e.g., Slack, virtual coffee breaks).
Encourage open communication and transparency.
Phase 2: Mid-Term Initiatives (3-6 Months)
Launch mentorship programs and regular team-building activities.
Improve onboarding processes to foster early connection.
Phase 3: Long-Term Strategies (6-12 Months)
Organize in-person events and communication training to strengthen long-term engagement.
MEASURING SUCCESS
PROJECT IMPACT
Engagement Surveys: Track engagement levels through annual and pulse surveys.
Feedback Mechanisms: Conduct one-on-one meetings and stay interviews for qualitative insights.
Turnover Analysis: Monitor turnover rates to assess the impact of implemented strategies.
By implementing these strategies, Selwood Housing experienced:
Enhanced employee engagement and retention.
Improved cross-team collaboration and communication.
A stronger, more cohesive company culture in a hybrid work environment.