Hybrid Working: Enhancing Employee Satisfaction and Engagement

Following on from the COVID-19 pandemic, many businesses have adopted a hybrid working model, allowing office-based employees to seamlessly integrate remote work with traditional office responsibilities. Reports have revealed the positive effect of this dual approach on employee health and wellbeing, such as more time to spend with family, cost savings and reduced commuting, to the opportunity to focus on what matters most.

This shift has garnered support from the UK Government, which announced that from 6 April 2024, employees have the right to request flexible working arrangements from the first day of their employment, removing the previous requirement of six months of office-based work.

However, this seismic shift in where, how and when we work has also had a knock-on effect on employee satisfaction and engagement. This article will explore how businesses can deploy effective methods in measuring employee satisfaction and engagement, alongside key metrics and strategies in hybrid work settings.

Employee satisfaction vs employee engagement

The Chartered Institute of Personnel and Development (CIPD) Good Work Index 2024 affirms that “while most people feel satisfied with their job, their pay, and feel their work provides value for their organisation, fewer feel inspired by their own work or by the wider organisational purpose.”

A closer examination shows that while employee satisfaction and employee engagement are intrinsically related, they represent different aspects of the employee experience. Employee satisfaction refers to the contentment an employee experiences within their respective role, including key features, such as job security, compensation and a focus on employee health and wellbeing. However, a satisfied employee will not directly translate to increased employee engagement.

To ensure employees are positively engaged, organisations should take a proactive approach in creating a supportive work culture, one that emphasises employee work-life balance. Engaged employees are emotionally invested in their role, are more driven and therefore more motivated to contribute to furthering an organisation’s long-term goals.

So, while employee satisfaction is crucial for maintaining stability, employee engagement is key in fostering a high-performing workforce. Both metrics are vital in shaping a positive hybrid work environment and building a thriving organisation.

The advantages of hybrid working models

Hybrid workers increasingly value the flexibility that allows them to align their professional schedules with their personal plans. Whether it involves accommodating the school run, attending an exercise class or tackling everyday life admin, the hybrid model supports employee desires for a more positive work-life balance.

According to Mercer’s Workforce 2.0 Global Talent Trends Report, the autonomy that hybrid work offers is invaluable in building trust between employees and organisations, with 64% of workers stating to be productive when working remotely.

Additionally, the CIPD report summarises ‘good work’ to incorporate the following elements with regards to employee engagement and satisfaction:

Financial security, giving people the means to securely make a living.
Supportive of work–life balance.
Opportunities for development, and ideally a sense of fulfilment.
A supportive environment with constructive relationships.
Giving employees a voice and choice to shape their working lives.
Physically and mentally healthy for people.
Accessibility for all employees.

The challenges of hybrid working models

Hybrid and remote work present significant challenges for employers, particularly with scattered teams, different locations, regions and even geographies.

One primary concern is maintaining a sense of community and cohesion among employees. To address this, organisations must invest in a range of digital platforms and communication channels to support employees, whether in office or remotely.

These tools can range from internal communication platforms like Microsoft Teams and Slack, to task and project management systems, such as Trello, Monday or Asana. They not only facilitate collaboration but can also help to monitor employee engagement.

Specialised employee engagement tools, such as HiBob, Culture Amp and Trakstar have also grown apace as organisations seek to maintain connections and boost morale in dispersed working environments.

Without such investments, remote employees may experience feelings of isolation, leading to diminished job satisfaction and engagement. They may even be overlooked for career advancement, particularly if they miss out on work events or networking opportunities.

To counteract this, the CIPD has emphasised several key actions for employers:

Provide sufficient support: this can include regular one-to-ones to provide feedback, or the ability to respond through an anonymous platform to glean invaluable insight on your day-to-day operations
Clearly define roles: employees will be required to have an acute understanding of their role expectations and to make full use of their skills.
Provide necessary resources: employees should have the tools, including supervisor and colleagues support and feedback to help prevent the demands of their job becoming overwhelming

Bottom line, employee expectations have evolved, with many now seeking a harmonious balance between their professional productivity and personal wellbeing. As a result, employers need to offer additional flexibility, trust, and support in navigating this new landscape.

Measuring Employee Satisfaction and Engagement

Organisations can deploy key metrics to gain insights and unlock areas of improvement to enhance employee satisfaction and engagement.

Informative surveys that feature quantitative (ratings) and qualitative (comments) information, alongside a mix of open and closed questions can paint a comprehensive picture of an employee’s experience. Pulse surveys can also offer insights into employee engagement and areas needing attention.

Key Performance Indicators (KPIs) also allow organisations to assess the effectiveness of existing processes and ensure they align with long-term business goals.

Common KPIs include:

Employee Net Promoter Score (eNPS): employees’ likelihood to recommend the organisation as a place to work.
Employee Satisfaction Index: track engagement levels over time to identify any significant shifts or necessary improvements.
Productivity and Performance Levels: performance reviews and employee apps with analytical features that offer invaluable insights into these key fundamental areas.
Turnover and Employee Retention Rates: exit interviews can also inform improvements.

Additional metrics can focus on the distribution of work across team to reduce overwhelm or employee burnout. For example, an advanced employee sentiment analysis can also help businesses to gauge what workers are feeling, why they feel that way, and how to make meaningful improvements.

Improving employee satisfaction and engagement

To effectively enhance employee satisfaction and engagement, organisations will need to take a deep dive into the insights gathered from feedback and performance metrics. In recent years, there has been an eroding sense of employee trust, making it harder than ever to rebuild this foundational element.

Recognising individual achievements will help to boost morale and promote a unified culture. Offering greater autonomy and freedom in maintaining schedules will also enable employees to be empowered to balance their time and their schedules, resulting in increased job satisfaction and engagement.

By creating a culture of trust, flexibility, recognition, and growth, organisations can therefore further both employee satisfaction and engagement, creating a more committed workforce.

The Future of Employee Satisfaction and Engagement in Hybrid Workplaces

To remain agile and responsive in the ever-changing working environment, organisations will need to regularly evaluate their strategies to ensure they are fit for the needs of employees. This may involve investing in new technologies to support in-office and remote work, introducing sophisticated communication platforms or wellbeing initiatives. Fostering an inclusive culture that promotes continuous feedback will also ensure employees remain heard.

As the hybrid model evolves, prioritising the employee experience, regardless of location is essential. Investing in employee engagement and wellbeing is a long-term commitment that yields significant benefits, such as improved employee retention rates, higher productivity, and an engaged workforce. However, don’t underestimate the benefit of reassessing existing policies around flexible work, Employee Assistance Programmes (EAPs), and the Employee Value Proposition (EVP) to remain competitive.

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