Hybrid working models are now in place across many businesses and the demand for remote working is on the rise. Many employees have found the new norm to be a largely positive experience, citing benefits such as a better work-life balance and greater flexibility, with many employees and employers reporting a boost in productivity.
However, the increase in hybrid working can lead to a slip in compliance with key HR policies and procedures specifically around the area of managing sickness and absence management if key mechanisms aren’t in place.
Personnel Today cited a recent White Paper: Managing sickness absence in the hybrid workplace, which found that only 30% of organisations have updated their absence policies to reflect new ways of working. From a HR perspective this leads to a number of red flags from this businesses oversight and has the potential to create an array of absence management issues in the future.
The article also stated that ‘the new ways of working could be masking the true level of absence; employees sometimes feel they can soldier on while sick because they can work from home, potentially creating wellbeing and productivity issues.’
Enter the experienced team at Oculus HR who provide innovative and flexible HR solutions to SMEs regionally and nationally through their dedicated and holistic approach. Building an extensive client list along the way which includes the Foundation of Light, Queensway Orthodontics, Tyne Coast College, Midas Cladding and Glendale Transport.
Louise Kennedy, Managing Director at Oculus HR said: “One size does not fit all when it comes to HR policies and employers need to take the time to invest in these vital working documents and think carefully about how they can be embedded within hybrid working models.
To manage absence effectively businesses need to identify what their absence management policy should include and how these procedures can sit comfortably alongside their new working arrangements. Failure to do so can lead to a domino effect of future HR issues if left unmanaged.”
Louise added: “It’s not only the absence management policy that needs to be monitored, but it also impacts staff who have caring responsibilities when working from home.
A growing number of people are looking and needing to balance their jobs with their caring responsibilities. It’s a very tricky dilemma for employers, as although the majority want to support employees the best they can and have employee wellbeing and a flexible approach to their new hybrid working approach in place, however from a business perspective questions arise around productivity and the ability to work designated hours when staff have caring responsibilities.”
Louise said: “A focus on outcomes is also a good indicator to implement as performance has been monitored traditionally based on what employees are seen to be doing, but with a remote or hybrid approach, this simply isn’t effective. Instead, we urge employers to take a more holistic approach, and focus on outcomes. Setting KPIs and smart goals will be effective for both remote and office-based employees.”
It’s important to show you care and have time for your staff, so ensuring regular reviews or catch ups may provide opportunities to open up and talk, thereby proactively attempting to address any potential HR considerations from the onset.”
Oculus HR have recently celebrated 10 years in business with Founder and Managing Director Louise Kennedy at the helm. The team are committed to creating value to businesses, in particular SMEs to invest and develop their HR strategy. Offering outsourced HR and consultancy to SMEs across the region, covering all aspects of employment, including employment contracts, policies and procedures, performance reviews, disciplinary and grievance meetings.
To find out more about the support packages available for businesses contact the team at Oculus HR: louise@oculus-hr.co.uk