Category: Hybrid Workplace

Transforming Human Resource Management: 5 Key Insights from HRSouthwest

The recent HRSouthwest conference provided profound insights into the challenges and emerging trends shaping the future of HR practices. Attendees engaged in positive discussions, interactive sessions, and valuable vendor interactions, unveiling key highlights that every content creation company catering to HR management should consider.

Prioritizing Employee Well-being Amidst the Mental Health Crisis

Vendors showcased a noticeable focus on employee well-being, responding to the prevalent mental health crisis. Beyond vendor booths, numerous conference sessions were dedicated to addressing employee well-being, highlighting a collective effort to bolster employee wellbeing. Companies are actively seeking solutions that address holistic employee health, presenting content creation companies with an opportunity to develop modules that foster well-being and resilience.

Strategic Onboarding for Lasting Employee Engagement

The demand for effective onboarding solutions was evident among HR professionals. Beyond talent acquisition, there is a recognition of the need for seamless integration of new hires into organizational culture. Content creation companies, like Alterity, can play a pivotal role in crafting onboarding programs that cultivate meaningful connections and expedite employee productivity.

Dynamic Training Programs for a Changing Work Environment

Dissatisfaction with static training programs emerged as a recurring theme. Companies, regardless of size, are actively seeking innovative and flexible training options. Content creation companies should focus on developing dynamic training programs that adapt to the evolving business landscape, catering to diverse learning preferences with a focus on micro-learning.

Measuring the Impact of Learning: A High Priority for HR Professionals

The conference highlighted a strong demand for meaningful measurement of learning and training impact. HR teams are keen on demonstrating the value of their initiatives through comprehensive analytics. Content creation companies can meet this need by incorporating robust assessment tools into their offerings, aiding HR professionals in showcasing the efficacy of their training programs.

Outsourcing for Efficient HR Support

HR teams are increasingly turning to outsourcing or building networks of expertise to support their training initiatives. Content creation companies have become holistic solutions providers by offering fully managed services encompassing training, instructional design, content creation, and learning management systems (LMS). This approach aligns with the preference for a consolidated source of support, streamlining procurement processes for HR professionals.



As the HR industry continues to evolve, staying attuned to these trends will be instrumental in delivering value and staying competitive in the dynamic HR management market.

At Alterity, we believe in creating a culture of learning.  Our acclaimed suite of products and services create a culture of learning that helps your organization thrive.

Contact us to learn more

Employee Engagement and Connection in a Virtual World

Business leaders know that when employees are happy, encouraged, and fulfilled in their work, they perform better. So how do we help people stay connected to each other and satisfied with their jobs when they are working virtually? What steps are you taking to keep employees engaged and thriving? Here are some suggestions that will help employees – and organizations – win.

1.      Use Video, Always

In the world of working virtually, have the majority (if not all) of your conversations with teammates, clients, vendors, or anyone else you work with via videoconference. Don’t just pick up the phone, turn on the webcam. Being able to see the person you are talking to not only allows for non-verbal communication, it encourages personal connection in the conversation.

2.      Encourage Micro-Learning

Professional development is known to positively influence mental health. Not only do people enjoy learning new things, but they also feel valued by their manager and company when they are empowered to invest in their personal growth. Outstanding content, such as that found in Alterity’s content library can help address technical competency as well as other topics, including professional development, manager development, and stress management. If you don’t currently have a subscription, sign up for a free demo.

3.      Schedule Virtual Hangouts

Using technology to enhance work product is a given, but workers can also utilize technology to increase engagement. A downside of working remotely is that employees miss out on those impromptu conversations at the coffee machine or in the break room. So, schedule them. Put virtual lunches, happy hours, or mid-day breaks on the calendar. Make them non-work-related, short, and un-programmed. Invite everyone and make it optional.

4.      Set Clear Expectations (Both Directions)

Your office may already have clearly set expectations regarding work hours, responding to emails within a certain time, and what communication platforms are appropriate for different situations. Clarify to what extent (if any) these expectations have changed as a result of working remotely. Allow more flexibility in work hours, as work and home spaces intersect.

5.      Establish Secure Communication

For security reasons, ensure your entire workforce knows how certain communications or decisions will be made and disseminated. Creating standards can help employees easily and quickly identify malicious attempts that threaten security.

6.      Stay Accessible

Weekly one-on-ones and team meetings are very important. Managers should make a concerted effort to check in with their team on work projects, as well as how employees are doing personally. It doesn’t stop with managers — encourage your entire team to reach out to lend a hand, check the status of a project, or simply say hello.

In his book, The Truth About Employee Engagement, Patrick Lencioni writes that employees have three basic needs: to be known and understood, to know that their work matters, and to be able to gauge their personal development and progress. Staying on top of these three matters through the actions listed above can maintain or even increase the engagement level of everyone at your firm.

Feel free to contact our team of engagement experts. We are here to assist you in any way.

Hybrid Work Brings Exciting Challenges and Opportunities

The hybrid workplace isn’t a new concept. Many employers are providing both remote and office settings as options for employees to select as their workspace. While this offers great flexibility, there are a few things to consider as employees determine when and where to work.

It’s Inclusive

Hybrid workplace flexibility gives employees with both visible and non-visible disabilities a new understanding of what it’s like to “come into” the office. Commuting to an office environment can be challenging for those with disabilities. Working remotely means reduced pain or stress. It also means reduced anxiety, mental exhaustion, and over-stimulation for those with non-visible disabilities, such as social anxiety or autism. The digital-centric aspect of a hybrid work environment organically creates a hub where those on- and off-site can share ideas, collaborate on projects, and operate in a common space available to everyone.

It’s Challenging

Despite its pros, managers should be aware that there are challenges to consider with a hybrid workplace. It can sometimes involve redefining and strengthening core office values. Technical and data privacy best practices need to be at their peak because the digital heart of the office must accommodate employees working both inside and outside the office. It’s also important to refine the office culture to make sure everyone’s work—whether they’re out of the office or on-site—is valued, validated, and considered.

A World of Opportunity

Managers face unique challenges and opportunities when it comes to a hybrid workplace. Patience and adjustments are needed. Balancing employees’ needs with the work you want them to produce requires forethought and foresight. There can be a lot of pressure to make the switch because so many employees find benefits in working from home. Focusing on developing your hybrid workforce helps retain these employees—and can even attract future employees—but you must be fully involved and proactive in nurturing your office’s corporate culture.