Industries

Products

  • Our award-winning CiA platform delivers a single solution for our communities, enabling possibilities now and in the future.

  • Explore CiA Platform

  • DxP extends the power of our enterprise software for our customers to reach and interact with their customers.

  • Explore DxP Platform

Company

Select your region

Submit

Optimising engagement, compliance, and performance in a flexible work environment

For organisations that depend on digital tools, the workplace has changed significantly since the start of 2020. According to the Australian Bureau of Statistics (ABS), 36% of employed people ‘usually’ worked from home as of August 2024. Meanwhile, PwC found that the average number of days Australian knowledge-based workers want to work from home over the next year is 3.4 days.

The rates seen during the pandemic in 2020 and 2021 were the highest ever recorded, and while numbers have dropped slightly since then, working from home has become the new normal for millions of Australians. It has become clear that this new way of working is going to continue long after the pandemic is over.

A global study from Atlassian, comparing workers' experiences in Australia, France, Germany, Japan, and the US, reveals that nearly seven in 10 Australian workers say their job satisfaction and work-life balance have improved since the shift to remote or hybrid work.

However, success in a hybrid workplace is not automatic. Despite feeling more effective and productive at home, many workers are concerned about recognition and career progression.

"I love the fact I'm stress-free and really productive, but I'm afraid I lose credibility and become disposable. I feel like I’m out of sight, out of mind,” said one worker in Atlassian's report.

More than half of workers spend more time in meetings, and a quarter said their workload has increased. Nearly four-fifths (77%) of Australian workers said they are spending much more time coordinating with others over email, text or messaging platforms, and two-thirds are also spending more time reporting back to clients and managers.

Rather than dropping their expectations of productivity or effectiveness, many workers (42%) are working longer hours.

In remote environments, where there are no longer as many face-to-face interactions or in-office perks, employees may seek new opportunities if they do not feel connected to their company, leader, or colleagues. Therefore, employers, CEOs, human resources professionals, and front-line managers need to evolve as leaders to keep both tenured and new employees engaged, motivated, and productive.

Ensuring employees have access to the right technology and systems can make a world of difference, as many people feel their ability to perform their roles is limited by tools and systems. In fact, 64% of Australians have said their company would need to provide better systems and tools to go permanently remote, according to Atlassian.

Without structured processes, businesses risk reduced engagement, communication breakdowns, and compliance issues. To thrive, organisations must align their culture, technology, and leadership with the needs of a distributed workforce.

How to support employees in a hybrid work environment

Here are five key tips for managing employee success during remote and hybrid work.

1. Foster a strong workplace culture

A connected and inclusive culture is essential for hybrid teams. Without proactive engagement, remote employees may feel disconnected from the broader organisation. To mitigate this, businesses should:

  • Implement regular check-ins and team meetings to maintain communication.
  • Encourage virtual and in-person collaboration to ensure all employees have equal opportunities for input.
  • Recognise and celebrate achievements, whether employees work remotely or in the office.

2. Invest in the right technology

Technology plays a crucial role in enabling seamless collaboration, compliance, and efficiency. An integrated HR and payroll system ensures employees are paid accurately, while workforce analytics help track productivity and engagement

Workers reported disappointment with the limitations of the technology and tools they have had to embrace with the move to remote work. Many of the tools were not suitable for effectively performing their tasks, creating additional time and effort for them.

Some viewed the ill-suited tools as a limitation to the value they were providing to their organisation, while others echoed concerns about their team's potential and themselves being limited as a result.

3.  Define clear expectations and performance metrics

Hybrid work demands a shift from time-based to outcome-driven performance assessment. Instead of tracking hours, organisations should:

  • Set clear KPIs aligned with business goals.
  • Regularly review productivity trends using workforce analytics.
  • Promote autonomy and accountability to empower employees.

Tracking productivity while working remotely is beneficial for everyone. Not only does it help leaders stay on top of what’s happening in their teams, but it also helps employees adapt to the new conditions and not lose sight of the goals.

Productivity increases when employees are engaged with individual and organisational objectives. When employees realise how their personal efforts impact the success of the organisation they work for, they feel a heightened sense of responsibility for goal achievement. Employees who are held accountable for attaining expected results are more likely to work to their fullest potential.

Performance-oriented KPIs that coincide with employees’ primary job functions can be very effective at raising motivation levels. These benchmarks not only communicate a clear standard but also help employees who work from home remain on track.

Additionally, remote employees are more likely to experience burnout if they are working just for the sake of working. However, if there is a goal associated with their performance, employees will be driven to meet the expectations that have been established for them.

4.  Ensure compliance and data security

Hybrid work introduces new compliance and security challenges. With employees accessing sensitive information from multiple locations, businesses must:

  • Maintain up-to-date payroll compliance across jurisdictions.
  • Enforce cybersecurity protocols, including VPNs and multi-factor authentication.
  • Train employees on data protection best practices.

5. Prioritise employee wellbeing and engagement

Employee retention hinges on a positive hybrid work experience. According to a Randstad Workmonitor report, 63% of employees have restructured their lives around hybrid work, highlighting its impact on work-life balance.

KPIs boost productivity and employee morale because they attach daily job functions to a larger goal. Organisational leaders should be conscious about altering KPIs periodically as their companies grow and change.

By doing so, employees will be constantly challenged to reach new goals. Since KPIs inspire employees to improve how they get work done, they can be equally as important as financials to a business’s bottom line.

HR leaders can ensure this through an integrated human resource management solution that provides an exceptional employee experience across the entire employee lifecycle. Backed by modern technology, you can build a great culture that supports your people in delivering their best wherever they are located.

Future-proofing your workforce with TechnologyOne

Hybrid work is here to stay, and organisations that adapt will gain a competitive advantage. With TechnologyOne’s Human Resources & Payroll (HRP), businesses can:

  • Automate payroll processing with real-time compliance updates.
  • Enhance workforce analytics for smarter decision-making.
  • Streamline employee engagement through self-service HR tools.

Take the next step and discover how TechnologyOne’s integrated HRP software can support your hybrid workforce.

Book a demo

Human Resources & Payroll (HRP) FAQs

Need more information? See some of our most frequently asked questions (FAQs) below or contact a TechnologyOne team member for more information.

HRP (Human Resources & Payroll) is an integrated software solution that enables organisations to manage the entire employee lifecycle from recruitment to retirement.

TechnologyOne HRP streamlines administrative processes, reduces manual work, and provides employees with self-service capabilities to manage their personal details, leave, and payroll information from any device, anywhere, at any time.

Yes, the software is scalable and flexible, making it suitable for small, medium, and large businesses across industries, ensuring compliance with local regulations.

SaaS+ is TechnologyOne’s all-inclusive enterprise solution, providing a fully managed, end-to-end digital transformation experience. Unlike traditional SaaS offerings, SaaS+ includes everything from software implementation, upgrades, support, and security, all for a single annual fee.

For more details, visit the SaaS+ information page .

ERP (Enterprise Resource Planning) is a centralised system that integrates and automates core business functions such as finance, HR, payroll, supply chain management, and asset management. It provides organisations with a single source of truth, ensuring accurate and real-time data for decision-making.

TechnologyOne’s SaaS-based ERP offers a scalable, secure, and continuously updated solution that reduces IT complexity and costs.

TechnologyOne