Hybrid working:
What do employees and organisations need to do to make it work?
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Hybrid working can offer flexibility and inclusivity if implemented effectively, but…both employees and organisations play crucial roles in making hybrid working arrangements successful. Here are some key considerations for both parties.
For Employees
Communication Skills: Employees need to develop strong communication skills to ensure effective collaboration and clarity in remote work settings.
Time Management: Remote work requires disciplined time management to balance work and personal responsibilities effectively. Employees need to establish clear boundaries between work and personal time.
Adaptability and Flexibility: Being adaptable to changing work environments and flexible in approach allows employees to navigate different modes of work effectively. Flexibility also involves being open to adjusting schedules and workflows to accommodate team dynamics and project needs.
Technology Proficiency: Proficiency in relevant technology tools and platforms is essential for remote collaboration and communication. Employees should be comfortable using video conferencing, project management tools, and other software necessary for their roles.
Accountability and Ownership: Remote work requires a higher degree of self-discipline and accountability. Employees must take ownership of their tasks and deadlines to ensure productivity and contribute to team goals.
For Organisations
Clear Communication: Organisations must establish clear guidelines and expectations for hybrid working arrangements. This includes communication channels, work hours, meeting schedules, and performance expectations.
Equitable Policies and Procedures: Ensure that policies and procedures are equitable for all employees, regardless of their work location. This includes policies related to performance evaluation, career advancement, and access to resources and opportunities.
Investment in Technology and Infrastructure: Organisations should invest in technology and infrastructure to support remote collaboration and communication. This may include providing employees with necessary hardware, software, and cybersecurity measures to ensure data protection and productivity.
Training and Support: Provide training and support to help employees navigate hybrid working arrangements effectively. This may include training on remote collaboration tools, time management skills, and best practices for remote communication.
Promoting Inclusivity: Actively promote inclusivity and diversity in hybrid work environments. This involves creating opportunities for all employees to contribute and participate, regardless of their work location.
By prioritizing clear communication, equitable policies, technology investment, training, and promoting inclusivity, both employees and organisations can create a conducive environment for successful hybrid working arrangements while ensuring inclusivity for all individuals involved.
“People today really value workplace flexibility and remote work because it allows them to focus their energies on work and life as opposed to commuting or other complications due to geography.”
Ken Matos