Combine the very best of bricks and mortar business with the wonderful world of working from home

Support your team to make the most out of the in between – the hybrid work model

Two years of working from home and suddenly, bosses are trying to call their employees back to the office like we are the hairless versions of Homeward Bound. Naturally, after 30 months of the increased freedom and flexibility offered by working in our flannels, the masses are like, “That’ll be a ‘no’ from me.” This is resulting in the #GreatResignation and a lot of disgruntlement that’s bad for work culture and business.

I am not one to preach a complete, “Let us eat cake,” type revolution of the traditional working model. I appreciate there are many benefits to working in person. It’s nice to see our coworkers, read body language, share a casual chit chat over an overpriced Starbucks, reduce the amount of asinine emails we wade through etc., However, just because there are some wonderful reasons to champion the work-from-work model does not mean we need to herd everyone back into the office ASAP and all or nothing.

What are some of the common concerns around working at home? 

The main arguments against the continuation of the work-from-home or hybrid model revolve around the erosion of company culture and employee motivation. From flagging the blah of Zoom fatigue through to insisting more extroverted or less disciplined employees are floundering in their flamingo jammies, all you need is a 30 second LinkedIn scroll to see many employers are dealing with, what they believe, are the effects of socially-distanced work.

While chatting, collaborating and coaching with my corporate and non-corporate friends, what I have learned is that working from home is not inherently negative or positive. In of itself, it’s neutral. What tips the scales in either direction is how we treat our employees and coworkers and how we manage our tasks and teams. When you know how to create and sustain enthusiasm, instill effective organizational habits and treat employees like human beings, you may get the best of worlds by allowing your peoples to engage with an effectively managed hybrid working model.

How do you make this easy-sounding approach to hybrid working actually work? Here are some fun points to consider:

A hybrid work model will not work if you do not trust your employees. You need to show your employees you trust them – wherever they choose to work – by relinquishing your (excuse this profane term) micromanagement tendencies. If your team members are getting their work done, acting appropriately, participating actively during meetings and creating value, please do not force them to punch in to prove they are on their computers or at their desks at 8 a.m. 

I know some of my employers reading this are getting defensive because, “My employees should be working when I expect them to be ‘at work.’ They should not be tossing in laundry or taking a walk around the block.”

Say it with me now: a person who works smart and hard for six hours will accomplish more than someone who stretches their tasks and makes work to fill eight. If there is a problem with productivity, address it. But, do not create issues based on a baseless sense of entitlement
to people’s time.

Communication is key. This is true in all workplaces – in person or virtual. It’s especially true when you are balancing both via a hybrid work environment. Great communication will help your team decide when it makes sense to be together face-to-face and when working from home is a better use of everyone’s time and space. Effective, compassionate and active communication can also mitigate the perceived risks of WFH listed above. It will be the alloy of your relationships and the reason things get done and done well.

Don’t just talk about how cool authentic collaboration is, make it a thing wherever your employees are. Are Zoom meetings the most invigorating things to happen since sliced bread? Nay. But, you know what else isn’t that cool? Hosting meetings that could have been emails just so it feels like you are doing your job as a manager. 

Real collaboration happens when people know they are in a space where their contributions are heard and valued. If you need to have everyone’s brainpower switched on for a strategic meeting, you go right ahead and have a face-to-face fiesta with all your peeps. But, don’t spring said meeting on people and use that as an excuse as to why they should always work in the office. Plan in advance, communicate expectations and goals clearly and maybe even bring some snacks because why not?

Combine the very best of bricks and mortar business with the wonderful world of working from home

There are some businesses that desperately need in-person work. Whether it’s because they need to interact with their customers, physically handle product or whatever it may be, I am certainly not saying out with the face-to-face and in with the forever flannels. What I am suggesting is, if it CAN work for your company and your employees, weigh the pros and cons, TALK TO YOUR PEOPLE and decide what is going to support everyone’s most positive way forward.

The hybrid model does a great job of revealing cracks that were already there, so rather than blaming the siren call of the laundry machine, look internally to see what may be going awry with your employees.

The last two years have demanded the very best of company leaders and employees. Remaining disciplined, being vigilant in our quality and learning how to hold ourselves accountable from across the screen was new and it was weird. But, now it’s part of this generation and it will do businesses good to adapt more fully to the realization it’s here to stay. If you are open to supporting a hybrid work model, but want to ensure your employee happiness, collaborative vibrancy and productivity all remain not only unscathed by awesome, reach out and let’s chat. As a leadership coach, I can help you navigate these waters and ride the waves towards a truly modern, inclusive and effective workplace.