The notion that remote employees are inferior to their in-office peers is an outdated one. Some individuals who are hesitant to embrace technology tend to dismiss collaborative tools like Teams and Slack while suggesting that remote workers ought to be physically present in the workplace for a more traditional approach.
It is no longer acceptable for knowledge workers to be oblivious to the various technologies designed to facilitate communication, including Slack and Zoom, which have become the norm. In an unprecedented turn of events, even employees who still work from offices are required to use their personal devices like computers, cameras, and headphones to collaborate with remote workers via video conferencing, essentially functioning from home while within the business premises.
The New Standard is Hybrid Work
It has become evident that many organizations have invested a disproportionate amount of time arguing about the meaning of ‘hybrid model’ and creating PowerPoint presentations, policies, and protocols for something that most employees have naturally adapted to. Our company has entrusted our staff to determine how best to proceed amidst an unpredictable situation, and it has been established that trying to restrict what has thus far been effective is pointless.
Imposing overly rigid definitions on hybrid work models, or alternatively offering too much leeway, does not yield any benefits. Dictating a fixed number of in-office days unless it clearly contributes to the benefit of remote employees can result in a loss of faith. Our company has already requested numerous staff members to work remotely; introducing additional requirements could decrease confidence, and even lead to employees leaving.
As a leader, it is crucial to contemplate how to aid teams and individuals in their work. What tools and support systems could be made available to aid their success? Could in-person get-togethers prove useful, and if so, could you personally organize them? Do you have any insights or experiences from similar organizations that could be imparted to provide assistance?
Our employees have demonstrated exceptional adaptability in helping the organization succeed during challenging periods, and it would be unproductive to mandate a hybrid work environment for them. There is no such obligation, and in truth, research suggests that enabling staff members to decide on their own working arrangements will likely prove more advantageous in the near to midterm.
Regularly Pursue Learning
There have been various developments in the way, location, and timing of work provision in several businesses, most of which have been conceived by individuals or small groups. Instead of trying to devise a broad strategy based on what has proven effective for specific teams but may not be suitable for others, emphasis should be placed on documenting and exchanging “successful practices”.
This could encompass everything from compiling galleries of inspiring desk or home office setups to converting a manual process developed by a team in Excel and email into a completely automated program.
It is unfortunate that many ideas originating in the local area are widely disregarded. If your company has invested considerable resources in developing such technologies, it makes sense to strive to increase their returns by promoting their widespread adoption rather than trying to limit them.
Collaborate to Achieve Success
It is simple to undervalue the worth of your vendors and partners as a resource for knowledge on remote and hybrid work models. Enterprises like Works have been operating worldwide for a significant duration, and staff members are frequently eager to impart their learnings on how the pandemic has enabled them to improve their methodologies.
Moreover, these collaborators may hold exclusive or pre-existing solutions for managing physical office space and creating collaborative alliances between departments or teams.
One can glean valuable insights into the potential effectiveness of the new model by examining the experiences of non-competing peer businesses, suppliers, and customers. These organizations may have previously implemented similar policies, providing an invaluable opportunity to learn from their experiences. It could be that specific measures, such as mandating in-office-only days or introducing novel collaboration tools, have yielded success or, conversely, been futile.
Placing Employees First Will Result in Success
Lately, there has been a surge in emphasis on customer experience during the provision of products and services. A hulking transformation was observed when businesses started considering their customers’ needs and preferences. By looking at the business from the perspective of its employees, potential enhancements can also be discerned.
Expenditures on programs that may not yield success can be circumvented by conducting simple tests, such as consulting employees to ascertain whether free lunches and in-office yoga classes are more advantageous than minimizing a 90-minute commute. Instead of emphasizing on creating process maps and new policy manuals, place emphasis on forecasting and fulfilling the requirements of employees.
Our employees have faced substantial challenges over the last few years. To ensure their continuous growth, it is essential to create an environment that fosters learning and encourages their inventive ideas. Instead of further discussions on defining hybrid and remote working, let us concentrate on reinvesting in our workforce, revamping our work practices, and exploring ways to optimize these factors to fit the needs of our employees.
