KPMG’s research indicates that most UK CEOs anticipate a shift in the direction of a return to work within the next two to three years. Google, Amazon and JPMorgan are among the corporate giants that have mandated RTO. More will follow in pursuit of productivity gains and culture improvements.
UK employees expect more flexibility and a better balance between work and life. HR leaders may find themselves in a difficult position if they are trying to manage the expectations of both employees and leadership for hybrid or remotely-based work. They will need to establish and enforce new policies in the workplace while protecting employee experience and culture.
The RTO transition will require careful planning, which is influenced by the specifics of each company. To guide their RTO approach, companies must keep one thing in mind. To reduce disruption, they must take into account the role of AI and digital technologies.
Take a look at a basic example…
Harnessing automation for policy changes
The review, redefinition, and implementation of new policies will form a large part of any RTO. To ensure compliance, HR leaders should consult with their legal teams on employment laws prior to updating policies. They may encounter several challenges in implementing these new policies.
According to our research, 54% of senior leaders in HR say that communicating policy changes with all employees adds significantly to their workload. The process is characterized by several challenges, such as updating policy documents like handbooks and contracts (60%) and obtaining employee signatures on the updated documents (48%).
AI and digital technology alone will not solve all problems. However, they do allow HR leaders and teams to streamline processes and reduce manual workloads. One example would be to automate and digitize document creation, and track them until signature. They could also consider creating a platform that allows employees to request documents.
Digitisation can also help HR teams reduce the other problems they associate with manual processes. According to our research, they have high error rates (54%), and waste time on tasks that are not value-added (53%).
HR can focus on “human” aspects of RTO
AI, digital technologies and HR teams should be relieved of tedious work so they can focus on managing RTO transitions. There will be some resistance to this, as UK employees have been embracing hybrid and remote working for the past five years. The resistance will not be just a matter for employee preference, but also a concern to maintain a healthy work-life balance.
HR leaders must be able to recognize and respond to these feelings and needs, by being flexible where possible. During the transition they will also need to continuously evaluate employee feedback in order to ensure that policies are aligned both with employee needs and organisational requirements. They aim to create an inclusive, supportive environment that will limit attrition and, in the long run, create a workforce capable of driving the business forward.
Final thought
HR has moved from a role of policy enforcement to one of strategic leadership. HR is crucial in guiding organisational changes and shaping the workplace culture. RTO mandates are just one example.
HR teams are able to manage workplaces that are constantly changing more efficiently by embracing digital technology and automation. HR teams will be able to reduce their administrative workload and streamline communication, while also ensuring compliance with changing regulations. They can now spend their time on creating a positive, inclusive employee experience.
The first time this post appeared was on HR News.
