What is Human Centric Hybrid?

This event was prompted by a common concern voiced by company leaders, many of whom have put a hybrid strategy in place, but found the in-office attendance numbers they are aspiring to achieve have fallen short and are quite disappointing. Monitoring attendance in many instances has also fallen off as monitoring without action is not deemed to be useful, particularly as businesses are unsure of what they can do to further impact the numbers.

Common Pain Points

Key pain points brought forward by the panel and the audience included:

- Assumptions rather than data determine decisions on attendance, leading to the frustration and possible demotivation of staff and management.
- Lack of quality and accuracy of data and building more resilience into data collection tools.
- The failure to cross-compare employee engagement and attendance data to understand who, when, and how often groups that may be at risk of disengagement and low performance are in the office.
- Mentimeter survey results: Is your company comparing occupancy data with employee engagement data?

25% ‘Yes’, 64% ‘No’, 11% ‘I don’t know’

- The siloed structure of in-house teams is restricting their ability to deliver on robust people-centric hybrid and workplace strategies.
- The complexities of sharing data across siloed organizations to best service business needs.
- Organizations are failing to appreciate the importance and interconnection of Diversity, Equity, Inclusion, and Accessibility (DEIA) and the workplace experience impacting attendance.
- There needs to be an equal focus on people that are coming to the office, understand why they are there and improve on delivering to their needs.
- Leadership has a different perspective than employees, and leaders need to ask what are they asking their staff to come back to: Are they considering the diverse needs of all groups who make up the workforce?