QBE CHRO Emma Higgins discusses hybrid working

QBE CHRO Emma Higgins discusses hybrid working

 January 13, 2022

Inclusive, flexible and supportive employers create rewarding and inspiring workplace cultures and can help develop long-term careers for their employees. 

When looking at hybrid working, QBE International Chief Human Resources Officer (CHRO), Emma Higgins, highlights that the pandemic has proven to be a game changer for an alternative way of working.

"Employees across the globe have shown the ‘impossible’ was doable and expectations for hybrid working to stay are high. But what is the best approach and what do companies need to consider?" she comments. 

Key considerations for hybrid working

Exploring the key considerations when designing a hybrid environment and the strategic and operational issues this way of working presents, Emma highlights that while the approach is not risk-free, there are also opportunities. 

"There is no “one size fits all” model and what works for one company may not work for another. It’s a balancing act to align the needs of the job (e.g. the factors that make the job most productive) and the needs of individual employees, while ensuring any risks are managed," explains Emma. 

A key tool for talent acquisition 

Acknowledging that, for many, the lack of “in person” collaboration has hindered the ability to innovate, Emma also notes that "hybrid working is expected to be a key tool in the war for talent as we emerge from the pandemic."

"Potential employees will not just be looking for flexibility in hours or location. Organisations must also be able to demonstrate that they have the processes and infrastructure in place to develop employees and support their career progression," continues Emma. 

Fairness and inclusion creates hybrid working success

Emma explains that there are eight things that matter when considering hybrid working:

  • Understanding what drives productivity in your business
  • Being open-minded about collaboration
  • Working harder to build and maintain culture
  • Recruiting, developing and retaining the right people
  • Out of sight but not out of mind
  • Supporting line managers
  • Your duty of care is not confined to the office
  • Anywhere, anytime has legal and tax implications

"Putting fairness and inclusion front and centre will be key to ensuring a successful hybrid working approach. This means making sure remote employees are treated in the same way as those that are in person," explains Emma. 

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