Many businesses are adopting a hybrid work model because of its ease and flexibility. However, firms must strike a balance between enhanced flexibility and improved operational efficiency.
Business leaders did not have much time to plan a meaningful out-of-office setting for employees before the year 2020, which accelerated the migration to remote work. However, the difficulties that leaders have faced over the last year and a half have led to a deeper knowledge of how to lead a hybrid workforce and how to make the hybrid work model simpler.
Here are a few pointers to bear in mind when companies fine-tune their hybrid work models and strategies.
Allow for flexibility, collaboration, and the use of right technologies
It’s apparent that hybrid work will be around for a long time. According to a new study from Kadence, “Workers Feel More Trusted and Motivated Thanks to Hybrid Working” 62% of employees feel more trusted to do their job than before, and 51% of employees are driven to do a better job in remote work. This is partly due to the increased flexibility that employees currently have. Since they are not micromanaged by their employers and executives, more than 6 out of 10 respondents said they are under less daily pressure to complete tasks.
It is critical for any company’s success to use tools and technologies that allow a seamless work experience for all employees. These may include corporate knowledge bases, goal- and process-tracking tools, and platforms to support both live and asynchronous communication and collaboration among teams, depending on the company’s objectives.
To keep employees engaged and ultimately move the organization ahead, today’s technology should suit the emerging work-from-anywhere needs. Executives should rethink how they evaluate software and technology, as well as how work is done, as organizations increasingly migrate to a hybrid work model. This means that businesses need an infrastructure in place to define and measure success, track progress, and pinpoint areas where they can improve.
Also Read: Effective 5 Ways to Build Resilient Teams
Model behavior as a leader
Leadership should embrace the hybrid model and model acceptable conduct for it to be effective. Hybrid’s key tenet is trust: trust that employees will fulfill their tasks regardless of where or when they are completed. If a leader decides to work primarily in the office and collaborates with others who do the same, for example, they are effectively removing the psychological safety net for their employees and instilling anxiety that in-office work would more likely lead to new possibilities and professional advancement.
Document and communicate
The traditional “water-cooler” approach of exchanging ideas and information will change as more people work outside of the actual workplace. According to the 2021 Buffer State of Remote Work, 16% of remote employees say their major challenge with remote work is “difficulties with collaboration and communication.” This information siloing can harm an organization’s culture and capacity to achieve its objectives.
Businesses should develop a culture of documentation that produces long-term assets for choices, roadmaps, and priorities. Beyond bullets on slides, it’s critical that everyone provides written and/or recorded context for workers who aren’t in the same room, let alone time zone, or who don’t speak the same native language. To ensure that all employees are educated and aligned, businesses should distribute and reshare links to these assets across numerous channels.