Transitioning from a remote work model to a hybrid one, poses multiple challenges that many CIOs are not able to effectively address. Therefore, it is crucial that they collaborate with their counterparts to develop strategies to ease this adaptation.
It is increasingly important for enterprises and business leaders to redefine how and where they get work done, as employees continue to work remotely. As per PWC’s US Remote Work Survey, most business leaders expect a true hybrid workplace model to come into full effect in the second quarter of 2021. However, since the COVID-19 crisis accelerated the remote work trend, it is now time for businesses to quickly ascertain how to set-up a flexible, hybrid work framework.
The PWC research also stated that 68 percent of leaders believe their employees should be in the office space at least three days a week to sustain company culture; however, around 55 percent of employees say they would like to continue working remotely at least three days a week.
Here are a few steps that CIOs can take to make the hybrid IT workplace transition as seamless as possible:
Taking Input from IT leaders
The first step towards effectively making the hybrid transition is to include inputs from the entire team on a future all-in-office, all-virtual or hybrid environment. This will provide CIOs the required insights on what their team is feeling. Furthermore, this step may reveal innovative ideas that may have gone unnoticed and it also increases the probability of the IT team going along with the decision of the management.
Developing a vision of the desired future hybrid workplace
Being in charge of IT, CIOs should strive to develop a vision for the IT workplace of the future. They should collaborate with their counterparts to define the parameters of the IT workplace in advance so that it won’t hamper their initiative. Furthermore, having a vision in place becomes the guiding light to the future culture and workplace design of IT.
Defining work location rules
CIOs should provide clear, easy to understand and non-debatable rules to ensure every employee is evenly and fairly administered across the IT. Even though not every staff member may agree with the vision and rules, they will at least be content with the fact that they were asked for inputs and were treated equitably.
Creating incentives for both remote and office work locations
Creating incentives for a hybrid IT workplace can become expensive, especially in today’s economic uncertainty. However, implementing them has the potential to enhance employee morale as well as strengthen the foundation of a hybrid workplace culture.
Providing FAQs about the vision and work location rules
CIOs should provide FAQs related to the vision and rules related to employee physical work locations. This not only provides IT staff with a common and consistent message but will also allow them to deploy and enforce hybrid work requirements in a consistent manner.
Also Read: SASE and the Rise of the Hybrid Workplace
Collaborating with C-suite executives to execute hybrid workplace vision
One of the biggest challenges for CIOs is the transition from a remote work model to a hybrid workplace model. Hence, formal training in change management, making tough yet important decisions and difficult conversations can help IT leaders to efficiently deploy their hybrid vision. Additionally, it can also help them prepare for future promotional opportunities.
Measuring employee morale, attrition, productivity and other significant factors
Like any other IT initiative, hybrid workplace policies require continuous measurement to assess their success rate and get insights into where adjustments must be made. Having a firm and organized leadership team can help IT to successfully move from remote to a hybrid model. CIOs should also invest in training and mentoring their IT staff to help them reap the positive benefits of its implementation.