Building belonging: Engaging hybrid workers in 2022

Creating a sense of belonging has never been more important
Employee benefits help to forge organisational identity.

They can signify what a company stands for and demonstrate care and respect for employees – but only if people engage with them. As employers settle on hybrid working arrangements for the long term, it’s time to think about creating a benefit programme that’s fit for the future.

As we head toward 2022, hybrid working is emerging as the model of choice. It’s clear why. Nine in ten employees are looking for more flexibility, but many still see value in the workplace as a creative, collaborative and social hub.

Hybrid working, when managed well, offers the best of both worlds. But it also presents a cultural challenge. The long-term impacts of the model are yet to be confirmed. Some 64% of hybrid workers already believe that office culture has changed forever, and not necessarily for the better.

With different people in and out of the workplace at different times, employees can start to feel like working nomads. They can lose connection with one another and what their organisation really stands for.

This can damage employee engagement, and by extension organisational performance.

Employers should do all they can to mitigate this risk. Employee benefits can play a central role. Staff that are happy with their benefit package estimate their engagement as 11% higher than average, and 25% higher than the least satisfied.

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