Gartner has identified three main focus areas for HR leaders:
Develop a philosophy on flexibility. Rather than creating a generic flexible work policy, leading HR departments are determining their organization’s philosophy on flexibility and sharing this with their workforce.
Communicate the purpose of the office. Prior to the pandemic, organizations simply described their office as the place where their employees work. Now, leaders must determine the role of their physical workplace — a team or company meeting place, a secure workspace, a social gathering space to support the community — and communicate that to employees.
Train managers on supporting employees. With a more dispersed workforce, HR must work with managers on how to manage employees who are working in different locations and at different times. source…
Few other org.'s have adapted a four distinct levels of the onboarding process can be used as guiding principles to provide support, certainty and clarity to current employees as part of your return to work plan and employee experience.
Compliance is the lowest level and includes teaching employees basic legal and policy-related rules and regulations.
Clarification refers to ensuring that employees understand their jobs and all related expectations.
Culture is a broad category that includes providing employees with a sense of organizational norms— both formal and informal.
Connection refers to the vital interpersonal relationships and information networks that new employees must establish. source…