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The Alliance’s Action Steps are designed to assist organizations with implementing practical strategies and policies related to diversity and flexibility. Members can access full versions of all of the Alliance’s Action Steps in the Member Resource Center

 

Many organizations are in the process of designing hybrid work environments. While different organizations will need different hybrid work structures to support their unique needs, all organizations need to consider new ways to effectively onboard new employees and make them feel a part of their new organization. Based on our numerous conversations with leaders and employees, we have heard feedback regarding difficulty with integrating new employees during the pandemic. Therefore, organizations need to make sure to carefully think through their pre-arrival and onboarding processes, as well as modifications and additional infrastructure to support successful onboarding and intentional integration.

 

  1. Pre-Arrival and Orientation – Outreach to new hires prior to their arrival to let them know the timing of orientation and what to expect makes for a more comfortable introduction to the firm. Organizations should provide all new employees with an orientation (in-person, virtual, or a combination) on their first day. At a minimum, this orientation should include a message from the CEO/Chair, messages from group leaders, introduction and contacts from all support departments (i.e. IT; Human Resources; Word Processing; Marketing), and any specific organizational processes/procedures (i.e. billing codes; necessary contacts). Subsequently, each new employee should have a lunch/coffee (in-person or virtual) set up with a department leader/supervisor and peer employee.

Members: continue reading this Action Step in the Member Resource Center

 

To read this entire Action Step become a member of the Diversity & Flexibility Alliance. To learn more contact Manar Morales.

The Alliance’s Action Steps are designed to assist organizations with implementing practical strategies and policies related to diversity and flexibility. Members can access full versions of all of the Alliance’s Action Steps in the Member Resource Center

 

Many organizations are rethinking their work environment post-pandemic. We learned a great deal during the pandemic regarding workplace flexibility and business continuity, leading many firms and companies to consider hybrid workplaces after the pandemic. While organizations will structure these hybrid work environments differently based upon their unique needs, all organizations will need to carefully think through different support structures and systems that will be needed for the new way of working. The Recommit stage of our Flex Recalibrated Framework discusses these additional support structures that will be needed to make your hybrid work environment succeed, including training. Organizations will need to train employees in order to arm them with new skills to make sure they can succeed in a hybrid world:

 

  1. Individual Strategies for Remote Work Success. Employees who will be working remotely, even part of the time, will need to learn best practices and strategies for being successful in a hybrid/remote work environment. These trainings should include real life examples to make the training more impactful. Teach employees effective ways to maintain connection and receive training in this new environment (i.e. intentionally reaching our/scheduling time with supervisors/colleagues; coming into the office when supervisors/clients come in; proactively asking to debrief after client meetings; maintaining visibility when coming into the office). Trainings should also discuss effective ways to handle challenges, such as communication/responsiveness difficulties, workload allocation challenges, maintaining and building connections, and creating effective boundaries.

Members: continue reading this Action Step in the Member Resource Center

 

To read this entire Action Step become a member of the Diversity & Flexibility Alliance. To learn more contact Manar Morales.