Sometime in the next few months, employers will be able to reopen offices and welcome back their employees. However, after a year of getting used to working from home, any business owner who expects people to return to the office when lockdowns are lifted and they return to the traditional XNUMX to XNUMX hours will experience a severe shock; this just doesn't go away. arrive. Of course, there will be some who are overwhelmed by face-to-face contact with their colleagues and the opportunity to cooperate, but naturally others will have to be convinced. With that in mind, there is no doubt that the world of work is facing a complete reset and a hybrid work model is here to stay.
Back to work
For many people, working from home during the pandemic opened their eyes to a new way of working. Employees can manage their time to accommodate other demands, and with the right approach, productivity and well-being can improve. On the other hand, there are those who missed this face-to-face interaction and the opportunity to cooperate and learn from their colleagues. With recent research showing that 5% of workers want to be able to work from home post-pandemic, there is no doubt that employees will be waiting for the option to work from home to follow. The exact same study found that 1% of workers want more in-person time with their colleagues. Not surprisingly, for every employee excited to avoid the daily commute and enjoy the peace and quiet at home away from the office, there will be another overwhelmed by escaping the kitchen table and the endless battle with the family gang. limited width. Many employees will oscillate between these emotions on a daily basis, so flexibility is now absolutely essential. However, many companies have not appropriated the new attitudes and hopes of employees. A recent survey found that as many as one in XNUMX people who could work from home were not, and hundreds complained they were under pressure from employers to come into the office even during the lockdown. This is not a good predictor of post-closure employee satisfaction. On top of this, a Harvard investigation that examined emails and meetings of XNUMX million people found that remote staff worked almost an hour (XNUMX minutes) more every day. Usually out of fear that management will expect people to be free even after business hours. With these unacceptable and outdated attitudes, companies cannot expect to create and sustain a successful hybrid workforce.
Create the right culture
It is true that culture takes years to build and that there is uncertainty about how a hybrid work model could affect that. Tech giant Google has warned of the potential impact of a hybrid model on its "corporate culture". It's still unclear exactly how the new desktop environment will look, how it will function, and how things like productivity and culture will be hurt or even improved. But with companies like Google being so open and candid that it's going to take time to readjust, after such a long period of turmoil and insecurity, it shows that the key is to prepare now, not prepare. Wait for the rules to change, again. . As offices transform into landing spaces, technology is expected to be a catalyst for positive change through things like smart office occupancy management, visitor management, contactless staff signage, on-the-go visibility. online and offline and, most essential, the employer's duty of care. Technology can be used to accommodate new ways of working and the hopes of employees to promote this culture. It's about giving employees the option each and every day to work wherever they want: at home, in the office, or in a local co-working space. It is also about recognizing that people can work differently from home and empowering them to do so. Forget five to 9; leave to 5 days per week. If an employee likes to start at 2 am when the house is quiet, why can't he finish work at XNUMX pm? Or take XNUMX hours to eat and take a walk if that's what makes them happy? Truly effective and productive hybrid work is about stimulating and training people to do the work, when and where to work for them on any given day.
Reinventing the workspace
This is a change in management culture, as in employee behavior, and one that will require the trust of both parties, but it is not just culture that must be developed. This is where the office space needs to be redesigned to create a destination, inviting networking space where employees - new, old, those who prefer to work from home or be in the office more - are encouraged to socialize as much how to meditate and share ideas. . Apps that employees can use to reserve office space in advance, with clear rules in place to monitor capacity in each and every area, can allow for this flexibility. To give an example, in a group of 4 desks, only 2 can be free at the same time, the spaces for meetings can be limited to specific numbers, applying the rule of 6, for example. Teaching employees that the space is safe and controlled is a great way to boost their confidence when they return to the office, especially for the first time. In addition to this, apps that show when a person is online, in a session, or over lunch provide an easy way to keep track of hours worked, something that can also tell if a employee works late at night or beyond scheduled hours. . This information also means that managers will know when someone is free for a call, for example, which means they can avoid contact during downtime. HR will need to create clear policies to assist staff and managers through this transition. It will become more important for managers to focus on the well-being of staff, although this will mean spending time in regular team meetings, such as individual catch-ups, rather than micromanaging and monitoring. Take a big brother approach to inspecting each step. . .
Proactive approach
Forget government announcements and return-to-work incentives. Hybrid work is the new reality, and if companies want to nurture and retain top talent, they need to embed the right policies, processes, and culture now. There are already many companies that have an advantage. Over the past year, companies have made critical investments in technology like video conferencing, digital assistants, and cloud-based applications needed for successful remote work and workforce management. Leveraging this investment with a proactive approach to creating a new corporate culture that works for both employers and employees is the essential next step. A successful hybrid work model will allow people to work how and where they want, and to shift focus as they see fit. The WFH in summer, in the office in winter; flexible hours during school holidays; or simply enter the office for company. With the right culture and the right technology, employees can be empowered to work where it suits them best. And that makes them more productive, happier, and less likely to move elsewhere.