Research from employee experience analysts Actual Experience reveals that 70% of business leaders expect hybrid working to become the norm for their business, with only 18% expecting a pre-pandemic full return to the office. And a report from the World Economic Forum estimates that as much as 44% of all future work will be remote. Now is the time for business leaders to trial approaches to get hybrid working right.
A mix of home-based and officed-based working has many advantages. But for business leaders to make the right decisions for their workforce and for the long term health of their business, they need to have the right data. Without sufficient insight, there is a tendency for employers to focus on where and when people work, while neglecting the important issue of how they work.
Actual Experience’s research has also identified an accountability gap in the plans for hybrid working. In particular, it revealed that, in many cases, no single member of the C-suite takes full ownership of productivity. It’s clear that the hybrid working question requires input from all members of the C-suite – but who should lead the charge?
In this virtual roundtable, we will explore the best ways of engaging with the opportunities that hybrid working brings. We will consider the issues that management needs to address, including productivity, wellbeing and inequality, and we will discuss whether there is a need for better, more actionable, employee data, and how that data can be collected.
The questions we will explore
During the meeting we will focus on questions such as:
- What are the true benefits of hybrid working? How can we measure the changes in productivity delivered by hybrid working? And how is creativity, team working and a positive work culture impacted?
- Can a move towards hybrid working address issues of inequality? What can business leaders empower their employees to work from home effectively and eliminate that inequality?
- To what extent are new strategies adequately underpinned by an understanding of employee expectations and drivers?
- How does the move to hybrid working affect what data is needed to truly understand the employee experience?
- Are the current HR analytics tools sufficient to provide adequate insight into today’s employee experience?
- What is needed to plug the data gaps that surveys cannot easily reach? How can we measure the impact that hybrid working has on individual employees and the wider organisation?
- Is there an opportunity for HR executives to take the lead on the new ways of working to help meet corporate goals? What is required to make this happen?
- What do HR leaders need to get buy-in for employee experience initiatives to make hybrid work?
During this discussion, delegates round the virtual table will explore these issues, identify the obstacles to successful data collection and analysis, and share best practice around using insights into employee experience to drive sustainable growth and a fairer and more productive working experience for all.
Who is invited?
We are looking to discuss this important topic with people who have a genuine passion for improving business performance through an understanding of the employee experience. The event is designed for senior HR decision makers including: CHRO, Head of HR, Chief People Officer Senior HR executives, Head of Employee Experience, Head of Employee Listening, and Head of Employee Data. Delegates will work at large (10,000+ employees) organisations.
Be one of 6 senior business decision makers around our virtual table. For any enquiries, please contact Mergim on 0208 349 6458 or email email@example.com
The breakfast briefing is brought to you by Actual Experience plc, specialists in analysing the employee experience of the digital workplace, and is only for senior executives as mentioned above. Registrations of junior professionals, consultants, solution providers or other sellers to this market won’t be accepted. To be eligible you must be employed by a corporate legal entity such as a private company: if you are a sole trader or in a partnership other than a legally incorporated partnership, we will be unable to offer you a place.