Hybrid work is here, and it intends to stay clear! More than a quarter of respondents working hybrid have stated they would leave their roles if the policy were gone.
One of the pandemic’s takeaways was that workers needed a semblance of flexibility in their lives, which was made available at work thanks to remote and hybrid work setups. However, hybrid workers are still learning about what hybrid work can do for them.
Fortunately, we have takeaways about what we’ve learned from hybrid work!
Leaders Cannot Do Everything.
Our first lesson is that leaders can only do some things. It’s easy for people to wish things at work were as easy as a game of online e-bingo, but as Thomas à Kempis’ adage is that Man proposes, God disposes, people – even work leadership – need to deal with the cards that have been dealt with us. With hybrid work, leaders have had to work onsite and online for some days and, thus, need to be vigilant in pivoting the business through volatile markets. There is no I in a team, but there is teamwork – and things are made possible.
Focusing on Your Team
Focus on your team and their strengths and weaknesses, and see if they work together well. A team that has synergy is productive and can make the life of its manager easier and smoother.
Build your team and organize them according to their strengths and weaknesses. Together, you can handle different career challenges and the demands of work.
Focus on Culture
Hybrid work requires more human interaction. This isn’t a bad thing since there are things you can do face-to-face that are not easy to execute when working remotely. One of these aspects is the work culture. Work culture translates in the company through work practices, management behaviours, flexibility and reward systems – and the things that are not allowed.
Leadership and management should focus on clearly stating what is expected of people regarding these things that we’ve mentioned.
Provide Clarity and Autonomy
During the pandemic, hybrid work was temporary, but now it has gone mainstream. In the United States, 20% of U.S. adults whose jobs could mostly or entirely be performed outside of the office were working remotely before the pandemic. This number boosted up to 71% during COVID-19, as stated by Pew Research.
The Royal Bank of Canada provided its workers with clarity and autonomy for workplace flexibility; we can learn from this example how to guide and set our workers up for success by working a hybrid model.
Invest in Career Development
According to the research produced by Executive Networks in partnership with MeQuilibrium, 43% of respondents believe in-person work is best for career advancement. Organizations must set the principles they must follow to make hybrid work successful. Moreover, some opportunities must be provided so workers can develop peer relationships closely online and ensure that all employees will still have career development opportunities.
Practice Transparent Leadership
Lastly, it pays to be authentic, approachable and transparent as a leader. It makes it easier for your organization to function and sets an example for other fellow leaders to follow. Transparent and approachable leadership gets things done; your co-workers will find it easier to consult and discuss your concerns. You’ll also at least be proud to know that you are upholding your integrity, too!
Wrapping Up
Hybrid work won’t be going anywhere. However, as convenient and marvellous as it is, lessons are left to glean on how we can make the most out of the hybrid work setup. Happy working!
