The transition to hybrid work is profoundly changing the work environment of collaborators in the field.
But managers and employees do not always have the same vision of this digital transformation!
Managers often see hybrid work as an opportunity to improve productivity and reduce operational costs. On the other hand, field employees, accustomed to face-to-face interactions, can having difficulty adapting to these changes
So how do you make this transition smoothly? What are the challenges for companies, managers or employees? What is the link between training field teams and LMS ?
Hybrid work: what is the impact for businesses?
The positive effects of hybrid work are not always perceived in the same way by the teams in the field. Some employees appreciate this new flexibility, which allows them to better reconciling professional and personal life.
Others, however, feel real isolation and a lack of direct support, especially when they need to solve problems in the field without immediate assistance from colleagues or superiors.
Moreover, some activities, especially those requiring direct contact with equipment or customers, are not suitable for teleworking. It is therefore essential to personalize approaches to meet the specific needs of each employee!
The new standardization of hybrid work in businesses
Teleworking is gaining ground in large companies, in particular thanks to recent technological advances. Businesses are investing heavily in digital tools to facilitate remote work. This trend is accelerating with the awareness of the benefits of hybrid work, both in terms of productivity and employee well-being.
But teleworking has obvious limitations for certain field activities. Technical interventions, equipment maintenance or customer visits necessarily require a physical presence. Not to mention the fact that some field employees do not have access to adequate equipment at home (stable internet connection, ergonomic workspaces, etc.). Businesses must therefore ensure that they provide the necessary resources to enable teleworking, while taking into account the constraints associated with certain functions.
Tips for a successful hybrid and remote experience
Adapting the employee journey to hybrid work
- Complementarity and modularity of work environments
To provide an optimal experience, it is essential to design complementary and modular work environments. Physical and digital spaces must integrate harmoniously to meet the varied needs of field employees. Flexibility in working hours and locations makes it possible to better manage tasks and maintain a good balance between working on site and teleworking.
- Involvement of employees in defining the terms and conditions
Involving field employees in defining the modalities of hybrid work is crucial. This active participation ensures that the solutions adopted really meet their needs and expectations. Businesses need to encourage exchanges and regular feedback to continuously adjust their work practices (hybrid, or not by the way!).
Making the office attractive for field employees
- Reasons and constraints for returning to the office
Returning to the office must be motivated by tangible benefits for field employees. Reasons may include access to specialized equipment, social interactions, or training opportunities. But it is important to take into account the constraints of employees, such as travel times and family obligations.
- Creating a rewarding office experience
Your offices must also offer quality equipment and services to attract field employees. These can be ergonomic workspaces or wellness services, for example.
Beyond the equipment, it is also essential to design stimulating experiences at work. Team building activities, training sessions, or events can strengthen team cohesion and a sense of belonging. These initiatives contribute to making the office attractive and maintaining the commitment of field employees.
Support the digital uses of field employees
Collaborative tools play a key role in hybrid work. They facilitate communication, coordination, and information sharing. Businesses need to invest in technological solutions adapted to the specific needs of employees field to ensure smooth and effective collaboration.
To bridge the digital divide, it is important to offer adapted support to field employees. This includes regular training on digital tools, as well as accessible technical support. Special attention should be paid to employees who are less familiar with technology so that they can fully benefit from the benefits of hybrid work.
👉 To facilitate this support, do not hesitate to invest in an LMS solution adapted to field teams !
Focus the approach on field employees
- Active participation of employees in the hybrid organization
Field employees must be at the heart of your new hybrid organization! Their active participation in setting up and improving work practices is essential to ensure successful adoption. You need to encourage their feedback and adapt their environment according to their needs.
- Collection and regular use of feedback
The regular collection of feedback makes it possible to adjust practices and tools according to the evolving needs of employees in the field. Surveys, team meetings, and one-on-one interviews are all ways to gather valuable feedback. This feedback must then be analyzed and used to make concrete improvements (otherwise, it's useless, of course!).
Hybrid work represents a challenge but also an opportunity for employees in the field. By adopting adapted strategies, by involving employees in defining working arrangements and by investing in collaborative tools successful, businesses can create a rewarding and productive work environment (even remotely!).
The key lies in an approach that focuses on the needs and expectations of field employees. And for that, there is no secret: collect feedback from your teams, analyze it, and personalize their hybrid or remote experience!
