GUIDE

Work from Home vs Return to Office: Which Reigns Supreme?

The Employee Engagement Challenge

Trusted by leading enterprises:

Return to office? Stay fully remote? Shift to hybrid? It’s the duel of the decade, and both leadership and the workforce have their own thoughts and preferences. However, providing a consistent employee experience from wherever employees clock in is critical regardless of the organization’s direction.

What if we told you your organization can achieve this while keeping employees engaged, productive, and performing at their best?

In this Guide, we’ll discuss how to tame the new workplace frontier (from anywhere), including:

The benefits of a connected culture
Best practices to engage and retain
Industry insights
And more!

Guide Teaser

Introduction

Trying to engage employees across WFH, office, and hybrid models?

What if we told you that you CAN have it all?

Employee engagement has taken on a new meaning. With the mix of office, remote and hybrid work models still the norm, organizations face the dilemma of providing a consistent employee experience across settings to keep employees engaged and connected with their work, colleagues, and the overall organization.

This guide addresses this question with best practices to build and maintain frontline employee engagement including first-hand data and insights from Centrical customers.

Overview

Organizations must build a consistent and engaging experience for employees across work models.

Each work model reflects various benefits, including flexibility, autonomy, and collaborative opportunities.

Engaged employees’ productivity increased by 14%, with a 10% improvement in customer scores.

Best practices include building a digital culture, enabling meaningful coaching, and ongoing training.

The right tools and resources can boost employee engagement and performance.

We found that by letting agents know what their goals and success in a hybrid work environment requires employers to move beyond viewing remote or hybrid environments as a temporary or short-term strategy and to treat it as an opportunity results are, supporting them with on-the-job training and coaching, and recognizing their efforts, they help us drive improvement.
– George Penn, VP at Gartner