Hybrid Workplace Risks…
The workplace is changing. The previous few years have accelerated what was already a trend with office-based jobs.
There are several flavors of hybrid working, with greater flexibility surrounding working remotely and physically being ‘at the office.’
While hybrid avoids some of the major issues associated with having a totally remote staff, there are still many unsolved concerns. For example, would having core hours one or two days a week foster a workplace buzz that perhaps isn’t there when there are fewer people around? Is communication in a hybrid context always as successful as communication in the real world?
Here are some risks that might affect a hybrid-model…
INNOVATION
Idea generation and development do not occur in isolation. Ideas are based on interaction, with the goal of producing something new that is valuable to consumers while also increasing the value of the business. In most organisations, management is responsible for creating conditions that allow ideas to flow freely. And, while there is no definite guideline for how this should function in a certain organisation, the physical environment cannot be overlooked. Walk around the headquarters of the biggest IT companies, and you’ll notice rooms fully prepared for virtual meetings. They’ve also spent a lot of money on physical locations in order to make them interesting and creative places to work. It’s difficult to quantify the impact of diminished physical facetime with coworkers, but that doesn’t imply it doesn’t exist.
CULTURE
I’m aware of several firms, organizations, and events whose culture has remained strong by concentrating more purposefully on the quality of physical meetings, ensuring that the inevitable virtual connections follow suit. This requires a lot of energy and effort on everyone’s part. It is possible, but it is easier said than done. People create culture, and a decrease in face-to-face participation can offer significant issues.
QUIET QUITTING
Staff retention is more important than ever for businesses as the labor market tightens in many industries. The much-discussed 2022 trend of some employees performing the bare minimum at work is not a novel notion. Neither is the necessity for an engaged and motivated team to support productivity. It’s not a black-and-white problem since many individuals will respond favorably to a more flexible work week and the confidence to get on with achieving their goals on their own. However, retaining an engaged and productive staff is more difficult (and obviously different) in a hybrid or remote context.
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