How can companies transform their workstyle, create efficiencies, and adapt to the future needs of both people and planet?
By Jeton Boletini
As we reimagine the future of work, we have the opportunity to accelerate the transition towards a clean economy, gain cost-savings and help create a net-zero future.
Over the past decade, we have witnessed a dramatic rise in Environmental, Social, and Corporate Governance (ESG) reporting. Investors, consumers and employees expect actionable commitments to reduce carbon footprints and create efficient operations. In response to social justice movements, companies must be transparent in building community, providing positive social impact and operating with responsible governance.
The employee experience will continue to shift as they are empowered by their employers to tackle systemic changes and take sustainable actions every day, wherever they may live and work.
Green buildings and the future workplace will evolve to support workforce transformation, create energy efficiency, and create a healthy, productive environment for workers.
The future of work is now. Hybrid work arrangements are yielding previously unseen benefits and transforming the way we work. As a result businesses and leaders are continuing to shift and adapt their workforce plans to ensure strategic objectives are met. COVID-19 may have turned talent strategies upside down temporarily, but efforts are underway to get the right talent in the right spots as return to workplace initiatives are in full swing. Here are three tips to managing a hybrid workforce.
Tip #1: Stay Focused on the Results
It starts with trust. Most employees will remain focused on their work and expected performance, just like before. If leaders stay focused on deadlines and deliverables, they will be able to keep employees productive and working on the things that matter. They will also be able to quickly identify those that are under performing. Managing performance shouldn’t change with a hybrid workforce if leaders are setting objectives, communicating regularly, monitoring progress against targets, and ensuring initiatives stay on track. Employees should know their work is still important and they should feel connected. They are accountable for outcomes regardless of how they decide to schedule their days. Remember, it’s not about the clock, it’s about the scoreboard.
Tip #2: Do a “Pulse Check” on Your Employees
Everyone is adapting on an on-going basis. Whether it’s children, pets, taking care of a loved one, or the multiple distractions that occur throughout the day, it is important to check in with your employees and see how they are doing. Remote employees are regularly blending work and their personal life under one roof, while office-based employees are working with colleagues in various locations. Leaders should dedicate one-on-one time with each employee to check in regularly and support their needs for better productivity and helping remove barriers to getting work done. It is also wise to conduct “pulse surveys” with the broader workforce to check on inclusivity, engagement, productivity, mental well-being and job satisfaction. Having baseline data along with trends will help you adjust talent strategies.
Tip #3: Set Clear Boundaries
There are still only 24 hours in a day and working from home often blurs work time and leisure time. Regular work hours can often become a continuum of work over a greater daily time span. Remember that wherever employees are doing their work they need to have clear boundaries to stay productive, to stay healthy, and to have time to recharge and refocus. It is important to support time away from the work to maintain physical, mental, and social health. Employees will be rejuvenated and thank you for it!
Learning to manage a hybrid workforce can be complex, let us help.