Day: June 3, 2024

The pandemic has completely transformed our lives and this has naturally extended into the way we work. Multiple companies are already transitioning to a combination of on-site and remote working through the virtual and hybrid model. This will naturally enable higher access to skilled talent and productivity along with lower costs, smaller teams, enhanced flexibility, and better experiences for employees. However, it is easier said than done. Even Yahoo! CEO Marissa Mayer concluded an experiment in remote working once, stating how the company had to become one Yahoo! once more. Even HP Inc. did the same thing for various reasons. Let us look at adaptation to newer working arrangements after the pandemic that deserve careful attention. Remapping the Work Arrangement Paradigm There has been a lot of talk about the downsides of remote work, including how it hinders the development of a company culture, shared trust, and of course, common values. It may also lead to the emergence of dual organizational cultures, majorly influenced by managers and in-person employees who profit from the positive collaboration and face-to-face brainstorming sessions, while remote workers may end up feeling ore isolated and unhappy as a result. A common sense of belonging and purpose may also be hindered due to hybrid models or completely remote ways of working. So, as an organization/leader, how do you adapt to new work arrangements? This requires a careful remapping of the entire paradigm with a view towards carefully bypassing these downsides, while ensuring better interactions for improved social cohesion. The first step depends on selecting a suitable work model before you implement the same throughout the organization. The decision should depend not only on costs, but also optimizing talent access, employee experiences, productivity, and so on. Here are a few ways in which you can ensure the maximum possible utilization of your work model. New Work Arrangement Adaptation- Things Worth Noting Here are a few aspects that you should consider while carefully switching to new post-pandemic work arrangements. 1. Completely Virtual Models- 2. Staying Hybrid- 3. Work Speed and Higher Productivity- 4. Transitioning Smartly- 5. Leadership Management- 6. Informal Interactions Work Best- 7. Emphasis on Leadership Stance- 8. Virtual Interactions are Not the Only Solution- 9. Building Safer Spaces- Signing Off As can be seen, there should be a lot of thought and effort put into designing hybrid work models that actually keep teams close, while helping organizations enjoy the productivity benefits alongside. Always keep time-zone gaps in mind and build teams with a minimum of four hours of overlap to enable collaborations while emphasizing virtual meetings across the entire team whenever possible. Based on a report by the Economic Times, a top work-from-home researcher and Stanford professor Nick Bloom, mentioned how typical global employees desire moderate hybrid systems. Hence, instead of going full throttle with the back to work model, focus on building proper infrastructure and support systems for employees. Embrace flexibility since ultimately it is all about staying in sync with the evolving world and getting the job done successfully. That’s what matters eventually. FAQs How much flexibility will I have in choosing when and where I work under a hybrid model? It all depends on the organizational policy adopted by your company. If it has a supportive approach towards flexi-working and hybrid models, then you may have more flexibility in choosing your work hours which are not necessarily official business hours in many cases, and also your location. How can we effectively measure and evaluate employee performance in a hybrid work environment? An outcome-based tracking/measurement model is more effective in tracking employee performance in hybrid work environments. This is more effective than tracking work volumes or inputs. What are the primary benefits of implementing a hybrid work model for both employees and employers? Some of the primary advantages of executing hybrid work models including better flexibility and work-life balance for employees, along with higher productivity due to zero commutes, and better quality of life. Employers benefit from lower costs overall in terms of office space and associated amenities along with time and productivity lags. They can also track employees instantly via digital channels. Can a hybrid model stifle in-person brainstorming and collaboration, potentially hindering innovation? Hybrid models may sometimes pose challenges to brainstorming and collaborating in person, thereby hindering overall innovation. However, while it cannot be a substitute for real-world communication, employers can integrate a suitable approach and use the right infrastructure to help people regularly catch up and ideate digitally. Can a hybrid model with a reduced office footprint contribute to a company’s sustainability goals by lowering its carbon footprint? Yes, hybrid models with lower footprints in office will naturally contribute towards a reduced carbon footprint and overall sustainability objectives of employers. This will lead to lower consumption of resources, thereby instilling more environment-friendliness into the workplace.