SAN DIEGO — The workplace after the COVID-19 pandemic is not the same as before. In the same way that putting computers on people’s desks transformed the office, so, too, did the nationwide shutdown, Allyns Melendez, CEO and founder of HR Transformed, a human resources services provider, said during a Monday session at SHRM 2025.
“Why do we keep trying to copy and paste 2019 into 2025 all of the time?” Melendez asked. “The rules have changed in the workplace.”
Workers are now fully in-person, completely remote or on a hybrid schedule, which makes what constitutes a normal office completely different than it used to be, Melendez said.
“Return to office doesn’t equal rewind,” she said.
Noting that what resonates will differ at every organization, Melendez offered employers some tips on how to navigate a blended workforce.
For one, companies with hybrid workforces need to be intentional about how and when they bring workers into the office, establishing things like intentional collaboration days to make the effort seem worthwhile to employees. There also needs to be coordination to make sure that, on days when hybrid workers are in the office, they aren’t tied up in virtual meetings with remote workers, she warned.
Companies also should reward remote workers when in-person employees receive perks, she said. For example, instead of just providing bagels to office workers, consider a food delivery gift card for those working from home.
She recommended making it a point for leaders to show their hands during virtual meetings to make it clear they’re listening to workers and not multitasking. This tip stemmed from a co-worker who said they thought Melendez wasn’t paying attention to them because her hands never left her keyboard. This way, leaders can help build relationships with workers they may not see, she said.
Another tip, Melendez said, is to require workers to have their camera on for virtual meetings to further build those ties — even if that scares some workers.
“I don’t care if you have makeup on. I don’t care if you have acne,” she said. “I want to collaborate with you.”
Melendez also urged HR professionals to periodically reassess what is and isn’t working at the organization and to make changes accordingly.
“We have to think about what’s really working, and what’s really working may look a little bit different for your organization now, in the summer, in the fall, in the winter or the day after a big check-in with the CEO on how things are financially,” she said.