The future is hybrid, but how do you best deal with this as an organization? What are the pitfalls of a hybrid organization? And what are the success factors for a successful transition towards hybrid working?
Recently I gave an on-site workshop. At last, we were able to meet again in-person to exchange ideas with colleagues and customers. Or could we just as well have done this online?
The answer is yes, no and actually both…
We are all perhaps a little fed up with the online world… some of us more than others. Some are longing for a full return to the office (24% according to a recent survey by Acerta Belgium) while others rather continue working full-time from home (12%). The majority prefers a mix and will choose their workplace depending on the activity to be performed and the desired interaction.
The future is hybrid, it’s a fact!
This immediately raises many questions for many organisations:
- For which activities will employees come to the office?
- How should we redesign our offices?
- How many employees can we expect in the office every day? (forecast occupation rate)
- How will we guarantee service levels to our customers?
- How will we plan and work together efficiently?
- How will we successfully manage team cohesion?
- How can we reduce the growing potential gap between roomies and zoomies*?
- How can we successfully lead when working remotely?
- Are hybrid meetings advisable? If so, how do we make them workable?
- How do we manage and maintain employee satisfaction?
- How do you deal with over and underperformers?
You probably recognize these questions.
KEEP CALM …
The end of the world is not nigh, but it has changed drastically. Going forward, we won’t all be working from a single location, and we will combine locations and workplaces. In the future, we will no longer work in a 100% in-person or 100% digital environment, but we will efficiently combine both worlds (e.g. hybrid calls, multi-channel interactions, virtual trainings, etc.). We will no longer work from 9 to 5 but be more flexible in terms of working hours.
Flexibility… yes, that is the new norm. Flexibility in working hours, locations, tools and towards each other. For all of this to work, one thing is crucial: trust.
Trust in each other as a team, trust in your employees as leaders and trust in the purpose of your organization.
In addition to this required trust, we distinguish the following success factors:
- An encouraging common goal with clear objectives;
- Team goals in order to achieve results together, hence promoting collaboration;
- Clear framework provided by HR with general policy on teleworking policy, working hours, etc;
- Coaching on new leadership skills;
- A suitable office environment with a focus on collaboration and creativity;
- Strong autonomous teams;
Well-equipped ergonomic and digital workspaces both at home as at the office
In any case, the switch to hybrid working is a major change path that all companies will be taking sooner or later. To make change sustainable, we at Möbius always work with the following five conditions:
- Strong stakeholder management: we are all in the same storm but each on a different ship. Within companies, we see different levels of digital skills and willingness to change.
- Strategy: Does our current strategy still match the VUCA world we are in today? Does it help us, or is our strategy just slowing us down? We ask ourselves this question at the start of the change process.
- Education & Training: Help all employees acquire the necessary people skills and digital skills.
- In-depth process supervision and project management.
- Monitor the change: Keep your finger on the pulse.
 Roomies are people who prefer to work in the office; zoomies prefer virtual meetings with “Zoom” for example.
Do you feel the need for change, do you recognize the above questions regarding hybrid working?
We are pleased to be your partner in change and listen carefully to your challenges.
Contact us via info@Möbius.eu