b'THE PEOPLE-FIRST APPROACHHR as Innovators of theEmployee ExperienceNavigating changes in workforce distribution is one of the biggest challenges organizations face today. Intrapreneurship Academy, in partnership with C2HR, gathered insights of connectivity industry HR professionals to understand the dynamics that impact employee engagement in a post-pandemic, hybrid environment.Hybrid is here to stay.An overwhelming majority of people leaders manage a hybrid workforce, adding a layer of complexity to their organization. With no set model for hybrid environments, HR is challenged to define the future workplace that connects all the pieces, while simultaneously shiftinggears and timelines to adapt to external forces: Hybrid settings require intentionality19 % to encourage innovation. HR influencers in functions from Learning & Development of people leaders lack visibilityto Performance Management acknowledge a lack of into their organizations plans connection, collaboration, and cohesive culture that enable teams and individuals to perform at their best. Employee 78 % stress levels are at an all-time high. Management is fatigued. Unclear expectations and ambiguity around remote work policies negatively impact the employee experience. People leaders are managing to a post-pandemic burnout that of people leaders manage comes at the expense of driving maximum innovation and a distributed workforce intrapreneurship within their teams. People leaders must balance 19 % executives expectations for aTop HR full return to office and teams desires for flexibility andChallenges:of people leaders have functionscontrol. This perceived gapBurnout, lack of that will never return to office presents a prime opportunitymotivation, and to encourage innovation by HR leaders are concerned about their organizationscreating environments wherea gap between ability to be effective in times of uncertainty, rankingemployees thrive. HR must payorganization and increased success in navigating change as a priorityattention to how employeesemployee needsfor continual learning and development. The good newsfeel, and what they believe they is that leadership agility can be honed and practiced,need to be successful. When developing leaders with capacity to make decisions withorganizations cultivate empathy in the workplace, they incomplete or ambiguous information, adapt to change,gain a better understanding of their employees to inspire and turn unplanned change into unexpected opportunity. productivity and maintain engagement. page 8'