Flexibility Rules & Hybrid Working Arrangements are Where it’s at!
The Hybrid Work Model is one that has gained momentum and is becoming increasingly widespread. It has taught organisations a lot about traditional work models and has challenged notions about how teams and employees’ function at their best. Thus, people who question the effectiveness and productivity of remote working may need to shift their perspective.
The best of both worlds is provided by a hybrid work approach, working both in the office (on-site) and remotely. An employee might, for instance, work from home three days a week and visit the office the other two. Alternatively, there may be specific days where managers or team leaders expect employees to attend in person meetings. Having options allows employees to continue enjoying the flexibility of working from home while maintaining the crucial in-person relationships with co-workers that are so necessary for collaboration and wellbeing. O.C.Tanner’s 2022 Global Culture Report reflects how work that requires collaboration or interaction with others is best done in the office, while work that requires concentrations is more productive and efficient at home. Hybrid employees need time to focus and tools to connect when working remotely.
The hybrid work style should not alter standards for quality work, productivity, or accountability. However, the hybrid model does give managers and supervisors a chance to improve the efficiency, effectiveness, and wellbeing of their teams.
Whilst you don’t need to acquire new skills to lead hybrid teams, competencies of inclusivity, teamwork, communication, and emotional intelligence will remain crucial. A hybrid workplace will demand you to be more intentional with the best management and leadership techniques you are already applying. Defining and setting clear expectations with employees about what work gets done in the office versus at home, along with determining remote working hours, is important to set boundaries between their work and home life.