LEADERSHIP INSIGHT:

PAY ATTENTION TO WHAT IS ACTUALLY HAPPENING AS YOU, YOUR PEOPLE, AND YOUR ORGANIZATION ADJUST TO THE HYBRID REALITY.

The idea of office culture has changed drastically over the last couple of years. Where it was once expected that employees arrive at an office every morning and spend their working days there, we are seeing a shift to widely recognized hybrid options.

Studies show that at the beginning of the COVID-19 pandemic, a high majority of people were working exclusively from home. By the beginning of 2021, things had already shifted to a more hybrid approach. Studies are also showing that moving forward, a high majority of business leaders expect to offer more flexibility and expect to follow a hybrid model.

How do leaders ensure that they can keep their key talent in place as effective members of their team?

Be flexible: If there’s anything to be learned from this work-from-home culture, it’s that employees are hungry for a better work-life balance. They see great value in being able to work from wherever is most convenient for them. Flexibility will be a key skill to embrace moving forward in our new reality.

Create a sense of shared purpose: Whether in a physical work space or remote, when people feel like they’re an irreplaceable part of the operation, they’re more likely to join in. You will need to ensure that every team member sees and feels that what they do is crucial to the mission of the business.

Be empathetic: You will need to navigate the line between being compassionate and still being clear on the organizational goals. Ensure feedback loops and communication so you know and understand how people are adjusting to the new routines and processes. Emphasize the role your people have in the big picture and find ways to meet their needs so they can be productive and committed.

Questions to ask yourself to understand how the new reality is impacting you, your team, and your organization:

1. How have you communicated your hybrid structure and how have you involved your people?
2. What touchpoints have you scheduled to shift and update as needed?
3. How are you checking in with teams and individuals to learn how they are adjusting?
4. What are you doing to keep people connected from a work and social perspective to drive collaborative culture?

Most importantly, it falls on leaders to make themselves accessible, accountable, and visible to employees. If they are no longer down the hall, find ways for your open-door policy to translate to your remote staff. Being intentional about teamwork, team building, and communication needs to be a key focus.