Blog Post Thumbnail

Natalia Brouge

·

May 2, 2024

Clock icon
14
min read

Unlocking the Benefits of HR Technology: HR Software Solutions

TABLE OF CONTENTS

No items found.
No items found.
No items found.

Creating effective hybrid work policies: Top tips & template

Hybrid work offers employees the best of both worlds – the flexibility of remote work and the camaraderie of in-office time. But managing a hybrid workforce is not an easy feat, which is why you need to ensure you have the right hybrid work policy.

Often, homeworkers end up working longer hours with fewer career advancement opportunities than their in-office counterparts. Additionally, a lack of a formal hybrid work policy could leave your employees anxious or demotivated. In some cases, it could also create two classes of workers, remote and in-office, with remote employees being treated as “second-class.”

So, once you've established your business is ready for hybrid work, you need to create a strong hybrid working policy that:

  • Is equitable and fair to everyone
  • Provides the right working conditions to all employees
  • Outlines all available hybrid arrangements and requirements
  • Sets clear rules for remote and office work, including working hours, required office presence, and communication channels and tools

We also advise you to use hybrid work software to make desk booking and attendance management easier.

Just as workplace policies or employee handbooks outline dos and don'ts for employees, hybrid working policies should lay down clear criteria and rules around hybrid work and also provide best practices for employees.

Below, you'll find a hybrid work policy template you can grab and use for free, plus our top tips on how to build a sensible flexible policy that works well for you and your employees – but first, let’s clarify what hybrid work actually is.

Defining hybrid work

Hybrid work is a flexible work model that allows employees to divide their work time between the office and their home – or different locations, such as coworking spaces, libraries, or even coffee shops. It recognises that not all tasks require a physical presence in the office, and some can be effectively completed from a distance, especially if you provide your employees with the right communication and project management systems.

By implementing a hybrid work model, you can offer your people the freedom to choose where they work and enable them to strike a better work-life balance. This, in turn, can lead to better job satisfaction and retention – and improved employee well-being.

Your free hybrid workplace policy template

The template below is yours to use; you can simply copy and paste it and tweak it to fit your organisation's needs. ‍

Policy overview

Beginning [Date], [Company] will implement a hybrid work model. All employees are eligible for hybrid work. Schedules must fit within one of the models described below and be cleared by your manager.

Please read the entire policy and sign to confirm you have read it. Contact [name and email of contact person] if you have any questions.

Hybrid work schedule

Hybrid schedules depend on your department; you have flexibility within the hybrid model below. Contact your direct supervisor with questions.

A table outlining flexible work schedules for different departments, including how many remote days are allotted per week and daily work hours
A sample hybrid schedule for different departments

All departments should book office space for in-office days with Officely.

‍Key performance indicators (KPIs)

Your manager will discuss with you all relevant key performance indicators and how they might be affected by hybrid work.

In-office amenities

Employees working at the office more than 3 days a week will have a dedicated desk, parking space, and access to the company gym or childcare services.

Equipment and software

For all employees, the company will provide:

  • Laptop
  • Keyboard
  • Mouse
  • Headset
  • Cellphone

Employees working remotely more than 2 days a week will also receive stipends to cover internet costs.

Compensation and benefits

Compensation might be subject to adjustments if relocating to a different city or area.

Employees will also receive the following additional stipends:

  • Gym memberships/related health membership
  • Virtual health consults
  • Virtual mental health counseling
  • Childcare
  • [Add more benefits here]

Communication tools and guidelines

Use the following tools for remote communication:

  • Email for weekly updates, updates for clients, delivery of material to clients
  • Slack for team-wide communication, client groups (if requested), quick announcements
  • Google Meet for meetings, presentations, stand-ups
  • Officely for updating your work location (remote or from the office) and booking desks

Prioritise the use of public channels of communication and be respectful of others’ time and show up punctually for meetings.

Commitment to equal opportunities

We’re committed to providing a similar experience to remote and in-office employees. To ensure everyone has equal access to opportunities, managers must:

  • Use public channels to announce new work opportunities and projects
  • Review how often employees are promoted with respect to their work preferences

10 tips for building a successful hybrid and remote work agreement

Below, you’ll find our top tips on how to manage the transition to a hybrid work model – and how to ensure that it works well for you and your team.

1. Determine eligibility for hybrid work

Before you start building your hybrid policy, define the roles for which hybrid work is possible and those for which it is not.

Here are some examples:

  • Roles suitable for hybrid work: Most roles in project management, software development, design, marketing, finance, accounting, and admin
  • Roles that require mostly in-office presence: Front desk and customer-facing roles, field staff managers, facility management staff, any role involving physical work

You might still want to offer employees in the second category some flexibility, for example by providing occasional WFH days. You might even have team members from other departments like marketing or finance cover office-based roles like the front desk from time to time to allow for more equitable access to remote work.

If your team has been working remotely but you'd like to switch to a hybrid work schedule, use an employee return-to-work survey to uncover potential concerns.

Make sure to consider resource utilisation and how exactly you'll manage your office space. One of the best ways to do that is with the help of desk booking software.

2. Define the right hybrid work model and schedule

Hybrid work isn’t one-size-fits-all. 

Your hybrid work model might be remote-first, where employees are allowed to work remotely most of the time, or lean toward more in-office presence.

Because the term "hybrid" can mean so many things, outline the number of remote workdays allowed in your office and the advantages for each preference. For example:

  • Remote 1-2 days per week: Because these employees are in the office more frequently, consider offering them a dedicated office or desk and parking space.
  • Remote 3-5 days per week: Employees might have to surrender dedicated office desks but will be provided a hot desk or common area to work in the office. They may be eligible for visitor parking.
  • Fully remote: These employees don’t have dedicated workspaces and may be eligible for visitor parking. They might visit the office on occasion for a few hours or a day and reserve a hot desk when they do. 

Desk booking software like Officely can make it easy to manage different schedules and give everyone the visibility they need to organise their work – and come to the office when others are there.

If you offer fully remote roles, specify if these roles are based out of specific countries, states, or cities. If you need remote employees to come to the office occasionally for client meetings and events, you might prefer to hire in your city or region.

For employees choosing hybrid work arrangements, specify if they'll set their own flexible schedule or if schedules will be manager-led. Employee-led hybrid work schedules usually provide better results, because employees know best where and how they work best.

Whatever style you choose, define when you'd expect team members to be available for work-related communication. Certain roles like customer support might need to work specific hours, even remotely.

3. Review employee compensation

Be clear about how an employee’s location and work preference (in-office, remote, hybrid) affect their compensation and benefits, so employees can weigh the pros and cons of their choice.  

For example, if you have 100% remote positions with the option to relocate to another city or country, you might consider adjusting employee salaries to the cost of living – or decide against it. Or you could provide in-office or hybrid workers with a commute allowance.

Remote-first company Buffer has shared their salary calculator publicly, and you might want to use a cost of living calculator when defining salary ranges. However, you need to make sure you're not penalizing employees who opt for a hybrid model or those who choose to work remotely.

4. Expand wellness and health benefits

Hybrid work offers ample flexibility, but it also has a few downsides. Employees who often work remotely might feel more isolated and some might need additional support to avoid burnout.

Here are some ways to safeguard employee health and mental wellbeing in remote and flexible working arrangements:

  • Offer virtual health consultations on platforms like Teladoc and Wellthy and provide access to mental health services like Talkspace and Lyra Health
  • Provide a few hours of free mental health counseling in addition to virtual consulting, if they’re not part of your Employee Assistance Programs (EAPs)
  • Normalise taking time off not just for vacation but also for mental health and to care for family
  • Offer stipends for exclusive in-office perks like childcare and gyms
  • Encourage managers to make video optional during some meetings and reduce the number of mandatory calls per week

A doctor looking down at a screen in front of her during a telehealth consultation
Make sure you build a health benefits scheme that's beneficial to hybrid workers

5. Make sure you know the legal requirements for hybrid work

Ask your legal counsel or HR department about all local and national laws you should comply with in relation to hybrid work. Explain how you’ll fulfill legal requirements in your flexible work policy.

Here are some questions to get you started:

  • Where is your business legally allowed to operate? This might affect the locations from which employees can work remotely.
  • Do you need to reimburse employees for home office equipment? In states like California, laws require employers to reimburse employees for office equipment like computers, laptops, and desks. 
  • Do you need to reimburse employees for office travel? While daily commutes are generally not reimbursable, for employees who work primarily from home, you might need to reimburse office travel.
  • Do you need to pay overtime? Federal US laws require employers to pay overtime if employees work for more than 40 hours in a week, or in some states, more than 8 hours a day. If such laws apply in your country or state, you’ll need to define how you'll track time and whether employees require manager approval to work extra hours.

6. Implement the right tech to uphold your new policy

The success of your hybrid work policy depends on the tools you use. Hybrid work software like Officely makes desk booking simple – and gives your employees and admin staff visibility into office attendance, making it easier to manage hybrid schedules and resources effectively.

With Officely, employees can easily reserve desks, see who’s in the office, and plan their workdays for better collaboration or focused work, all directly within Slack or Microsoft Teams. 

Other tools you should consider include: 

  • Project management platforms like Asana or ClickUp
  • Video conferencing software like Zoom, MS Teams, or Google Meet
  • Knowledge sharing platforms like Confluence or Notion

For more ideas, check out our article on the best productivity tools for hybrid work.

7. Set up information security measures for hybrid work

In your office, you're in control of all security measures like firewalls, virtual private networks (VPNs), on-premise servers, data centres, antivirus software, and authorised company equipment. And, while you can replicate most of these measures in a remote setting, your employees might need extra guidance to comply with data security measures.

When drafting your hybrid workplace policy, outline best practices for employees to keep your data safe, like:

  • Set strong passwords and update them regularly
  • Install security and software updates on a regular basis
  • Avoid downloading suspicious, illegal, or unauthorised software
  • Block suspicious websites and report any phishing attempts
  • Use only work devices for work, and not their personal computers or smartphones
  • Report any loss of equipment or information immediately
  • Use a VPN as needed

8. Create clear communication guidelines

Clear guidelines help eliminate communication silos. For hybrid teams, defaulting to remote-first online communication works best because it's equally accessible to in-office and remote employees.


A person using Slack on a laptop to communicate with their team
Setting up clear communication requirements and channels is essential for the success of your hybrid policy

In your hybrid workplace policy, mention:

  • Channels or tools for meetings, quick messages, updates, stand-ups, announcements, and reports
  • Expected response time for internal emails, client emails, and Slack messages
  • Internal knowledge base tools for looking up company-related information, processes, and policies
  • Who to get in touch with for common issues

9. Track employee performance

In a traditional work environment, time spent in the office was often used as one of the measures of performance and engagement, although we could probably all agree that it's a horribly inaccurate one. In a hybrid workplace, the need for setting clear key performance indicators (KPIs) is even more obvious.

Define what success looks like for different roles. For instance, “Success as a sales manager means contacting X leads per month, a X% of closed deals, and $XX in revenue.”

You can also set goals for employee attendance specially for roles that benefit from in-person collaboration, and use dedicated software like Officely to measure that.

10. Foster equity between employees working from home or in the office

Proximity bias is one of the most common challenges of hybrid work, or the tendency to favour in-office employees. Team members working from home might miss out on important work-related talks and decisions if they happen in ad hoc meetings or in the hallway.

To provide equal opportunities to all employees, irrespective of the specific hybrid or remote work arrangement they opt for, you might decide to:

  • Measure speed of promotion by employees’ work preference to avoid bias
  • Announce new work opportunities and challenges using online channels like Slack or email instead of in-person meetings
  • Hold virtual ask-me-anything sessions with leadership where employees can voice concerns and ask questions
  • Run anonymous employee surveys to gauge employee sentiments
  • Make hybrid meetings the norm, so all employees can participate regardless of their location

The benefits of hybrid work

Hybrid work is a smart way to balance flexibility with productivity. Here’s how embracing a hybrid model can benefit your team and your business.

Improved work-life balance

By giving employees the freedom to split their time between home and the office, you help them to better manage their personal responsibilities and commitments while staying productive. 

Additionally, you enable them to design their own work environment based on their preferences and needs – and still share time with others in the office whenever they need to work together on specific projects. 

This balance can lead to happier, healthier, and more engaged team members.

Better collaboration and focus

Hybrid work allows employees to work together in person when it matters most and focus on deep work at home or in dedicated office areas without distractions. Finding the right balance between collaboration and individual work will depend on each person and role, but giving the possibility to switch between the two will help improve teamwork and individual productivity.

Cost savings for everyone

Hybrid work enables businesses to downsize office space strategically and therefore reduce its associated costs (rent, utilities, and equipment), while employees save time and money on commuting and office lunches. 

Plus, it can also help reduce the environmental impact of your company.

Steps to implement a hybrid work policy

Now that you have a policy template at your disposal and know what benefits hybrid work can offer, let’s see exactly how you can shift to this model, step by step. 

1. Assess your company's needs

Before switching to hybrid work and flexible work hours, take the time to assess your company's needs and challenges. 

Consider factors like job roles, team dynamics, and client expectations. Identify potential roadblocks and develop strategies to address them.

2. Draft the policy

Once you have a clear understanding of your company's needs, it's time to draft your hybrid policy. You can use the template above as your starting point and refine it as necessary. 

Involve HR, managers, and employees in the policy development process and make sure it aligns with both the company’s needs and your team’s preferences. 

Make sure the policy is comprehensive and easy to understand. Clearly define eligibility criteria, expectations, and guidelines for remote and hybrid work. Address issues like scheduling, time tracking, and performance evaluation.

3. Share the policy with employees

Once the policy is ready, share it with everyone. Be transparent and address any concerns or questions others may have. Provide training and resources to ensure that employees can navigate the hybrid work environment easily. 

Regularly review and update the policy based on feedback and your team’s needs.

Overcoming challenges in hybrid work arrangements

Now, let’s look into some of the problems you might face and see how you can tackle them. 

Maintaining team cohesion

One of the biggest challenges of hybrid work is maintaining team cohesion and collaboration and reducing silos. 

Encourage regular team meetings, both in-person and virtually, to build strong relationships. Use collaboration tools to simplify knowledge sharing and manage projects efficiently. 

Ensuring accountability and productivity

Remote and hybrid work may bring up concerns about accountability and productivity – but empowering employees to take ownership of their work usually yields much better results than micromanaging them.

Define clear expectations, goals, and KPIs for each role, along with metrics to measure performance. Give regular feedback and celebrate wins to keep employees motivated and engaged, and ensure they know what to do whenever they face challenges that might impact their work. 

Addressing technical issues

Not all remote or hybrid employees will be sufficiently tech-savvy to tackle all technical issues on their own, so ensure that employees have access to IT support when needed. 

To maintain airtight security for your data and systems, you might also consider setting up regular maintenance checks for all company-provided equipment. Encourage employees to use secure internet connections and back up their work regularly.

Boost your hybrid success with help from Officely 

Hybrid work policies help you build a work environment that's centred around your employees' well-being and work-life balance, which will help you improve productivity and attract top talent.

To implement this successfully, you need the right hybrid work policy template, which you can find above, along with the right software tools. Here's a sample tech stack to get you started:

  • Communication platforms such as Slack, Google Meet, or MS Teams
  • Productivity and project management apps such as Asana, ClickUp, or Monday.com
  • Desk booking software such as Officely

Officely simplifies hybrid work and makes it easier for employees to reserve desks and know the best days to go into the office. Book a free demo to see how easy it can be to build a strong flexible work policy with the right software at hand – and check out Officely’s Complete Guide to Office Management in Flexible Workplaces for more ideas on how to make hybrid work work for everyone. 

No items found.

New Office Management Handbook for Flexible Workplaces

Packed with actual experts insights and pro tips, this guide is here to help you find out all about managing a flexible office!

Send me the eBook now
No items found.

Are you tired of drowning in paperwork and spending hours manually managing your HR processes? It's time to embrace the power of HR technology and let HR software solutions revolutionize the way you work. In this article, we will delve into the world of HR software and explore its impact on businesses. So fasten your seatbelts and get ready to unlock a whole new level of efficiency and employee engagement!

Understanding HR Technology

Before we dive into the specifics, let's start with the basics. HR technology, also known as human resource technology, refers to any software or digital tools designed to streamline and automate HR processes. From recruitment and onboarding to performance management and payroll, HR software solutions cover a wide range of functions.

When it comes to HR technology, there is no one-size-fits-all solution. Different organizations have different needs and priorities, which is why the market offers a variety of HR software solutions. Some focus on talent acquisition, while others specialize in employee engagement or learning and development. The key is to find the right combination of tools that align with your organization's goals and objectives.

Defining HR Software Solutions

HR software solutions are your secret weapon in the battle against cumbersome administrative tasks. By simplifying complex processes and empowering employees with self-service options, these tools free up HR professionals to focus on strategic initiatives.

Take recruitment, for example. With traditional methods, HR professionals would spend countless hours reviewing resumes, scheduling interviews, and coordinating with hiring managers. However, with the right HR software, these tasks can be automated. Applicant tracking systems can screen resumes, schedule interviews, and even send automated emails to candidates, saving time and reducing the risk of human error.

But HR software solutions go beyond just recruitment. They can also streamline onboarding processes, making it easier for new hires to complete paperwork, access training materials, and get up to speed quickly. Performance management tools can simplify the performance review process, allowing managers to provide feedback and set goals in a more efficient and effective manner.

The Evolution of HR Technology

HR technology has come a long way from the days of manual filing cabinets and endless paperwork. With the advent of cloud computing and artificial intelligence, HR software has truly transformed the HR landscape. Gone are the days of lost documents and labor-intensive processes, as HR software solutions offer a seamless and efficient approach to HR management.

Cloud-based HR software has revolutionized the way HR professionals work. Instead of relying on physical files and storage space, everything is now stored securely in the cloud. This means that HR professionals can access employee information from anywhere, at any time, making remote work and collaboration much easier.

Artificial intelligence (AI) has also made its mark on HR technology. AI-powered chatbots can handle basic employee inquiries, such as questions about benefits or time off, freeing up HR professionals to focus on more complex tasks. AI algorithms can also analyze large amounts of data to identify trends and patterns, helping HR professionals make more informed decisions.

As technology continues to advance, so does HR technology. The future holds even more exciting possibilities, such as predictive analytics, virtual reality training, and personalized employee experiences. The key is for organizations to stay informed and adapt to the ever-changing landscape of HR technology.

The Integral Role of HR Software in Businesses

Now that we understand the essence of HR technology, let's explore how HR software solutions can revolutionize your business.

HR software plays a crucial role in streamlining various HR processes, making them more efficient and error-free. Imagine a world where employee onboarding, leave requests, and performance evaluations are no longer a headache. With HR software solutions, you can automate these processes, eliminating the need for manual paperwork and reducing the chances of errors. This not only saves time but also ensures a smooth experience for both HR professionals and employees.

But that's not all. HR software goes beyond just streamlining processes. It also plays a significant role in enhancing employee engagement, which is the heart and soul of any successful organization.

Streamlining HR Processes

HR software solutions offer a wide range of features that can simplify and automate various HR processes. From employee onboarding to leave management, these solutions provide a centralized platform where HR professionals can easily manage and track all employee-related activities.

Let's take employee onboarding as an example. Traditionally, onboarding new employees involves a lot of paperwork, manual data entry, and coordination between different departments. This process can be time-consuming and prone to errors. However, with HR software, the entire onboarding process can be automated. From collecting employee information to assigning tasks and tracking progress, everything can be done seamlessly through a user-friendly interface.

Similarly, leave management can be a complex task for HR professionals. Keeping track of leave requests, managing approvals, and maintaining accurate records can be overwhelming. But with HR software solutions, employees can easily submit their leave requests online, and HR professionals can review and approve them with just a few clicks. The software also allows for real-time tracking of leave balances, ensuring that employees are aware of their available leave days.

Enhancing Employee Engagement

Employee engagement is crucial for the success of any organization. Engaged employees are more productive, motivated, and loyal. HR software solutions play a vital role in enhancing employee engagement by providing employees with easy access to important information.

With HR software, employees can access company policies, training materials, and benefits information with just a few clicks. This empowers employees to take ownership of their own development and growth within the organization. They can easily find answers to their questions, access training resources to enhance their skills, and stay updated with the latest company policies and procedures.

Moreover, HR software fosters a culture of transparency and open communication. By providing employees with access to important information, such as company announcements and updates, the software ensures that everyone is on the same page. This creates a sense of trust and transparency within the organization, leading to better employee engagement and overall satisfaction.

In conclusion, HR software solutions not only streamline HR processes but also enhance employee engagement. By automating time-consuming tasks and providing easy access to important information, HR software revolutionizes the way businesses manage their human resources. It empowers HR professionals to focus on strategic initiatives and enables employees to be more productive and engaged. Embracing HR software can truly transform your business and drive success in the modern workplace.

Key Features of Effective HR Software

Now that we've established the importance of HR software, let's dive into the key features that make it effective.

HR software has revolutionized the way organizations manage their human resources. With its advanced functionalities and user-friendly interfaces, it has become an indispensable tool for HR professionals. Let's explore some of the key features that make HR software so effective.

Employee Self-Service Portals

Gone are the days when employees had to rely on HR staff for simple tasks like updating personal information or requesting time off. With employee self-service portals, employees have the power to manage their own HR needs, saving time and increasing efficiency.

These portals provide employees with a secure and convenient platform to access and update their personal information, such as contact details, emergency contacts, and tax forms. They can also submit requests for time off, view their leave balances, and access important HR documents, such as employee handbooks and policies.

By empowering employees to take control of their HR-related tasks, self-service portals not only reduce the administrative burden on HR staff but also foster a sense of ownership and engagement among employees.

Payroll and Benefits Administration

One of the most crucial aspects of HR management is ensuring accurate and timely payroll processing. Effective HR software solutions offer payroll and benefits administration modules that automate these processes, eliminating manual calculations and reducing the risk of errors.

With payroll and benefits administration modules, HR professionals can easily manage employee compensation, deductions, and tax withholdings. The software automatically calculates salaries, taxes, and other deductions based on predefined rules and regulations, ensuring accuracy and compliance.

In addition to payroll processing, HR software also streamlines benefits administration. It allows HR professionals to manage employee benefits, such as health insurance, retirement plans, and flexible spending accounts. Employees can enroll in benefits programs, make changes to their coverage, and access important benefit-related information through the software.

By automating payroll and benefits administration, HR software not only saves time and reduces the risk of errors but also enhances employee satisfaction by ensuring timely and accurate compensation and benefits.

The Impact of HR Software on HR Metrics

Implementing HR software solutions not only saves time and improves efficiency but also has a significant impact on HR metrics.

HR software solutions have revolutionized the way HR professionals handle recruitment processes. The traditional method of manually posting job openings and tracking applicant data was time-consuming and prone to errors. However, with the advent of HR software, these tasks have become streamlined and automated. HR teams can now easily post job openings on various platforms and track applicant data in a centralized system. This automation not only saves time but also ensures that no candidate is overlooked. HR professionals can now focus their energy on finding the perfect candidate instead of drowning in paperwork.

Employee turnover can be a costly affair for organizations. HR software solutions play a crucial role in boosting retention rates. These software solutions provide valuable insights into employee satisfaction, engagement, and performance. By analyzing this data, HR professionals can identify potential retention issues proactively. For example, if the software indicates that a particular team has a high turnover rate, HR professionals can investigate the underlying reasons and take appropriate measures to address the issue. This could involve implementing training programs, improving communication channels, or revising company policies. With this valuable data in hand, HR teams can devise effective strategies to boost employee retention rates and foster a positive work environment.

In addition to recruitment and retention, HR software solutions also impact other HR metrics. For instance, these solutions can help HR professionals track and analyze employee performance. By using performance management modules, HR teams can set goals, track progress, and provide feedback to employees. This data can then be used to identify top performers, recognize achievements, and address any performance gaps. HR software solutions also provide a centralized platform for managing employee benefits and payroll. This ensures accuracy and efficiency in processing employee compensation, reducing the chances of errors and discrepancies.

Furthermore, HR software solutions enable HR professionals to generate comprehensive reports and analytics. These reports provide valuable insights into various HR metrics, such as workforce demographics, training needs, and diversity and inclusion initiatives. By analyzing these reports, HR teams can make data-driven decisions and implement strategies to improve overall HR performance.

Overcoming Challenges in Implementing HR Software

Implementing HR software solutions may seem daunting, but with proper planning and execution, you can overcome any challenges that come your way.

Addressing Data Security Concerns

In the digital age, data security is of utmost importance. When choosing an HR software solution, ensure that it complies with data protection regulations and employs robust security measures. Don't forget to educate your employees on best practices to mitigate the risk of data breaches.

Ensuring User Adoption

No matter how amazing your HR software solution is, it won't bring any benefits if no one uses it. To ensure user adoption, invest in comprehensive training programs and communicate the advantages of the software to your employees. Make it fun and exciting, and soon you'll have everyone on board!

There you have it – a comprehensive guide to unlocking the benefits of HR technology through HR software solutions. Say goodbye to endless paperwork, frustrated employees, and time-consuming processes. Embrace the power of HR software, and watch your business thrive in the digital age!

No items found.
No items found.
No items found.
No items found.
No items found.
No items found.
No items found.
No items found.
No items found.
No items found.
No items found.
No items found.
No items found.

Try Officely Today

See who's in the office, organise socials and events, and increase your office attendance all within Slack.

Natalia Brouge

Natalia Brouge

Hi, I'm Natalia, my passion is to allow as many people to work flexibly as possible. I do that by writing educational content to help businesses adopt flexible work practices.

Make Your Office Life Easy

Ready to bring your office back to life?
Add Officely to Slack or Teams for free today.

Close icon