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OPINION
A hybrid work model’s success lies in strategies like volunteer engagement, recognition initiatives, and focused professional development for employees. Fostering connection in a hybrid world
C reating a great employee experience in a hybrid work environment can be challenging. However, these challenges also create exciting opportunities for innovation related to the employee experience. Just as flexibility is key in an employee’s work schedule and location, providing a variety of ways for employees to engage with one another allows individuals to participate in a way that compliments their lifestyle.
Lalitha Benjaram, EIT
Here are a few ways that Mead & Hunt is working to enhance the employee experience to help our team stay engaged and connected, regardless of their physical location: ■ Give employees a good reason to get together. The flexibility of hybrid and remote work allows employees to create a routine that works best for their lifestyle and commitments. However, many employees still enjoy coming into the office to connect with their coworkers if they have advanced warning and can plan ahead. One of the ways we encourage employees to connect is to utilize the Mead & Hunt Cares giving program designed to support the causes most important to our people. Employees are encouraged
to volunteer, individually or as a group, with organizations that are important to them. Group volunteer events are a great way to bring hybrid and remote employees into the office for an afternoon to engage with their team members. Some of the events our employees have planned include creek, beach, or trail trash clean ups and volunteering at food banks or community farms. Employee surveys show that meaningful and purpose-driven work is incredibly important to employees, especially for millennials and Gen Z. Empowering employees to team up for causes that support their community and passion provides another avenue, outside of
See LALITHA BENJARAM, page 8
THE ZWEIG LETTER JANUARY 22, 2024, ISSUE 1521
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