Raconteur：2022年混合工作报告（英文版）（15页）.pdf

1、INDEPENDEN T P U B L I C AT I O N BYR AC O N T EU R.NE T26/05/2022#0806Employees who feel fulfilled by recognition are.HYBRID WORKINGWHAT TO DO WHEN WFH TURNS INTO A TUG OF WARHOW TO FOCUS ON RESULTS,NOT INPUTS1208WILL RISING LIVING COSTS BRING STAFF BACK TO HQ?20R A C O N T E U R.N E T030 0/0 0/202

2、0INDEPENDEN T P U B L I C AT I O N BY#0 0 0 0R AC O N T EU R.NE T/hybrid-working-2022oon after the government announced the first UK-wide lockdown in March 2020,Sandhya Iyer,managing di-rector of personnel consultancy The HR Dept,received an unusual request from a client.It had an employee,nearing t

3、he end of her six-month probation,who was struggling to do her job to an acceptable standard while working at home.Iyer found this odd,as the person in question had been performing well until that point.Rather than immediately starting a formal review,Iyer spoke to the employee,who revealed that her

4、 partner was subjecting her to domestic abuse.He had been violent,smashing electrical appliances,and he had even confiscated her laptop to pre-vent her from working.Despite the governments work-at-home edict,Iyer and her team made a special case for her to return to HQ.They activated an employee ass

5、istance programme,enabling her to access therapy services from the privacy of a meeting room.With the companys support,the employee was eventually able to leave her abuser and keep her job.Taking that experience into ac-count and the belief that even the smallest employers should have a policy in pl

6、ace to support victims of domestic abuse The HR Dept partnered with Sharon Livermore,an ambassador for the Employers Initiative on Domestic Abuse.Livermores previous employer had made her take five days annual leave to attend the trial of her abu-sive former partner.In March 2021,Sharons policy was