HR Software Apps – Keeping Your Hybrid Workforce Engaged

hybrid workforce

By Lara Blake

HR software apps including time trackers are one of the latest trends in HR management and are inevitably becoming a necessity due to a large percentage of the workforce continuing to work between the office and home.

Worldwide, we are continuing to see the ongoing effects of the pandemic in the shape of enforced lockdowns and as a result of this, a large number of companies are now offering a more flexible approach in the form of a hybrid working model whereby employees can work from home at least a few days per week. This shift has made HR reporting and analytics even more crucial for companies to effectively manage their remote workforce and ensure productivity and employee well-being.

Gold Coast App Developers Media Shark recently reported “We are beginning to see an increased demand in larger organisations reaching out to us to create customised software solutions specific to their business in order to monitor company culture and keep their workforce engaged whilst transitioning between the office and home” 

HR software apps are not only assisting in an impending digital transformation within companies but also paving the way for strong employee retention strategies post covid.

It is abundantly clear that a large number of employees discovered that they prefer the work life balance that a hybrid working model allows and as a result of this, many companies are adapting to more versatile working arrangements.

Leading cloud based software company Salesforce recently announced that its employees may work “remotely part or full time after the pandemic” and many other multinationals have followed suit including Facebook, Amazon and Google.


What are HR software Apps?

HR software apps come in many forms however an increasingly popular application is an employee pulse survey or “pulse check” 

A pulse check is conducted more frequently than an annual review and assess employee engagement levels. It’s a simpler “touching base” initiative to see how employees are tracking, where their motivation levels are sitting and their overall happiness and attitude towards their place of employment.

Obtaining quality data regarding employee engagement levels will enable employers to understand the levels of job satisfaction, productivity and performance within their teams.

The ongoing pandemic and continuous uncertainty regarding job security combined with remote working has left the vast majority feeling unmotivated and disengaged, so implementing a great reboarding strategy and some innovative HR technology along with  refreshing company culture to reflect an updated mission statement could be the key to improving employee engagement levels and ensuring talented individuals stay committed to their roles.

58% of decisions concerning HR technology are due to the need to attract and retain talent.

HR software apps can also assist HR Managers with many other processes which would normally be done manually, some examples include:

  • Managing employee profiles
  • Staff hiring and application process
  • Employee onboarding 
  • Timesheets
  • Annual leave
  • Payroll processing
  • Training modules
  • Performance reviews

Staff turnover is at an all time high, 41% of workers globally, are thinking about handing in their notice, according to a new Microsoft survey. 

Since the beginning of the pandemic job roles have evolved and some employees have found themselves with a less challenging workload due to how their specific industry is coping.

The accommodation industry for example is still suffering immensely and employees who were previously office based now find themselves in operational roles. The film and production industries and the arts are also still struggling. Other industries have prospered however such as building and construction, software and IT. 

The cost of staff turnover can cost a company around 33% of that person’s annual salary, this is broken down into a drop in productivity as one person leaves and a new person is being trained, annual leave payouts, the cost and time taken for advertising and interviewing and the onboarding and retraining process. Staff turnover also lowers morale within a team. 

By ensuring employees are fulfilled and challenged and offering the opportunity to develop by upskilling and further training, companies are able to retain talent.


What is employee engagement?

Employee engagement isn’t just a happiness calculator (although this is also included) employee engagement is a measure of how connected an employee feels to their company, their motivation and enthusiasm toward their organisation, their position and the tasks they are assigned, their relationships with their colleagues and management teams.

An employee that feels valued and challenged is more likely to stay loyal to their company and organisations with high employee engagement levels are 17% more productive. It is reported that happy and engaged employees also have 65% more energy 

According to Forbes, employees who are engaged in their work are more likely to be motivated and remain committed to their employer. This leads to achieving more business goals and helping to drive the organization forward.

hybrid workforce

How can we keep our hybrid workforce engaged? 

Maintaining a great company culture takes time and consistency, to ensure our workforce remains engaged whilst working remotely we must instill trust and encourage collaboration between employees and employers. 

What small actions can we take to keep our hybrid workforce engaged?

1. Implement HR Software Apps including – Pulse Surveys

Conduct frequent pulse checks every 3 months; keep the questions brief and remain consistent. Discuss the feedback with management teams and act upon the feedback provided, if employees feel their opinions are valued they are more likely to remain loyal to the company.

2. Refresh the company mission statement

Humans want to feel a sense of belonging, if employees feel connected to their company’s values, their commitment to the company is likely to be increased. Given the ongoing pandemic, it’s important to continue a “we’re in this together” mentality

3. Offer training and career development opportunities

Offering training and career development opportunities is key to retaining your “stars” This is also an excellent opportunity to utilise HR software apps for bitesize training modules for remote workers rather than in house training.

4. Prioritise your team’s thoughts and ideas

The whole idea behind employee pulse survey applications is to understand how your workforce is feeling. 64% of workers say they intend to resign from their jobs, citing the “lack of being heard” as their reason. Listen to your team!

5. Recognise each individuals achievements

Feeling valued at work feels great! There is nothing better than recognition for a job well  done. If an employee receives awesome client feedback or comes up with a new initiative recognise this and share with everyone. 

6. Acknowledge personal milestones

Acknowledging that employees have a life outside of work which includes weddings, college, new fur babies, children and family and offering flexibility can lead to a more  loyal team. This is where the hybrid working model can really come into action!

7. Implement a healthcare initiative

Health and wellbeing have never been more important, by offering a healthcare initiative where employees feel supported and have the opportunity to attend gyms or health clubs for free or even at a discounted rate can lead to a less stressed employee, better overall mental and physical health and improved working connections. 

8. Check in frequently on Zoom

Checking in frequently with your staff on the days that they are working from home will solidify that they are just as crucial to the business whether they are in the office or at home. Hybrid workers still very much want to be a part of the team, so touching base via zoom is a great way to stay connected even for just a brief check in.

9. Get the whole team involved in daily meetings

Keeping the team connected is easy with today’s technology, morning meetings can be scheduled with team members joining virtually. Speaking to colleagues on a daily basis will reinforce the sense of belonging to the team regardless of being at home.

10. Make sure there is always a manager available to help with questions and concerns

Some remote workers have reported their frustration at not being able to get in touch with a manager on some occasions and this has prohibited them from moving forward with some work projects. Always ensure there is a direct report available to answer questions and provide guidance

11. Empower your hybrid workers with projects that contribute towards team goals and projects.

Working from home doesn’t mean employees need to be chained to their home office desk for 8 hours, the idea is flexibility. Provide your remote workforce specific projects rather than hours worked.

12. Create a Team App

As we continue to deal with lockdowns and constantly changing situations and directives it is crucial we stay connected and communicate to our team. Creating a team app will enable the whole workforce to stay up to date with the latest information. 

Final thoughts

As employers and HR Managers, understanding that happy and engaged employees are crucial to a businesses success is key. Building a great company culture and employee experience will then go on to build a great customer experience. In today’s society of technological advances and the new hybrid model it is important we utilise these software options to measure employee engagement levels and to simplify our day to day workload.

About the Author

Lara BlakeLara Blake is the Business Development Manager for Media Shark, Gold Coast App Developers who specialise in App Design & App Development. Lara’s passion for tech coupled with an extensive career in Business Development has led her to become an advocate and writer for young professionals within the industry.

The views expressed in this article are those of the authors and do not necessarily reflect the views or policies of The World Financial Review.