Work Here, Live There: Helping Owners and HR Leaders Navigate Hybrid and Remote Work Arrangements
Work today looks different for organizations and their workers. In certain industries, physical presence on-site is no longer an absolute necessity, thanks to the increasing number of jobs that can now be accomplished through a computer. Despite these changes, employee engagement and team synergy still play an important role in company success. Many leaders find themselves grappling with how to best manage, lead and inspire employees who are no longer on-site 100% of the time. Whether workers are fully remote or on a hybrid schedule where they come into the office two or three days per week, managing compliance with state and local laws, employee engagement and team cohesion are all important considerations.?
What to Read?
Improving employee engagement is not just about conducting an annual survey. Whether employees are fully remote, hybrid or completely on-site, team leaders must be empowered with engagement data and the tools they need to give regular, individual attention — the factor that most affects engagement — to their team members.?
When remote work crosses state lines, it can be hazardous to employers in ways that aren't necessarily apparent. Remote work is well-established generally, but the implications of work locations crossing state lines are not well understood. If not properly managed, many circumstances could create significant new administrative burdens or other problems for employers.?
How can businesses help ensure that off-site workers remain properly engaged and committed to their work from afar? Refer to these tips if you already have a remote work option for your workforce or are considering adding a remote work option to help you create a dynamic working relationship with remote or hybrid employees.?
What to Watch?
Multistate compliance for remote workers continues to be a hot-button issue as states pass laws, workforces become more geographically dispersed and employers realize their obligations are multistate regardless of where their headquarters are located. Employers who unknowingly acquire compliance requirements in new jurisdictions due to remote-worker relocations face risks related to tax, wage and hour, and more. Tune into the webinar for critical insights.??
What to Know?
Whether you’re considering offering remote or hybrid roles at your company or already have teams that are hybrid or fully remote, keeping up with best practices is important. Staying abreast of compliance requirements across states where remote workers reside is critical to mitigating liability and risk. And fostering a culture of connection is an important part of employee engagement, which is crucial for company success. Share this newsletter with your friends and colleagues who want to stay up to date on the latest trends in the HR space.??
To stay current on the latest legislative rollouts and workplace guidelines, subscribe to the SPARK blog .?
Sr. Project & Product Management | Digital Transformation | GenAI | Strategy | Digital Media | Software Development | AWS
9 个月Interested
Informative article! When hiring globally, it is vital for companies to understand managing compliance with state and local laws. ??
Thank you for sharing these incredible resources! We agree that employee engagement is about empowerment. This means not only empowering team leaders but also empowering employees themselves. In hybrid teams, it is crucial to leave room for employee autonomy, such as allowing them to pick their schedules, desks, or start-times. When leading from a place of trust, employee engagement follows.
Human Resource Coordinator III |Administration| Human Relations| Payroll Processing| Labor Management| Recruitment and Retention|
9 个月I am very interested