Newsletter 24-8: Ideas on How To Make Hybrid and Remote Work

I can't believe that we are still discussing this without finding standardized procedures for remote and hybrid work. Today, I want to emphasize the importance of prioritizing and discussing these matters within your organization.

We must accept that hybrid work is here to stay, and many employees prefer remote work. Embracing remote work is crucial for our organizations to thrive. With five generations in the workforce, we need to become more agile and adaptable in order to provide the best service to our customers while supporting the needs of our employees.

I urge HR teams to focus their research on the following five areas, leveraging available resources to enhance employee engagement and retention:

1. Technology-enabled collaboration: Explore solutions that encourage virtual collaboration. This could involve using shared online spaces, like Zoom, to foster roundtable discussions and support each other. It may also be beneficial to ensure effective communication channels and consider utilizing technology for centralized information storage and retrieval. Project management tools can help team members understand responsibilities and project progress.
2. Performance management and feedback: Support leaders in developing new methods for performance management and feedback in hybrid or virtual environments. Real-time feedback applications and accessible performance dashboards can enable employees to see how their contributions impact the company's success. Objective metrics should complement feedback to ensure its relevance and alignment with goals.
3. Employee engagement and social connection: Given the hybrid and remote nature of our work, go the extra mile to create social connections among employees. While various approaches have been tried over the years, we know that in-person interactions are valuable. When organizing in-person events, ensure they have a specific purpose, such as fostering learning and workshops that facilitate deeper connections. Celebrations can also contribute to building engagement. Additionally, consider strategies for fostering online engagement and connection in remote and hybrid environments.
4. Well-being and work-life balance: Promote work-life integration by focusing on results rather than rigid schedules. Embrace the notion that people have different productivity peaks, and their best work may not fit conventional 9-5 hours. Avoid micromanaging and encourage creativity and innovation in achieving results. Prioritize employees' overall well-being by recognizing the importance of personal lives.
5. Training and development: Recognize that employees have an innate desire to learn. Develop comprehensive learning and development programs that enhance both technical and personal skills. This could involve coaching, establishing formal mentorship programs, or exploring tools like Positive Intelligence that benefit individual growth while contributing to company success.

Addressing pain points in hybrid and remote work is crucial. I hope these tips can assist you in enhancing your work environment. If you have any questions, we are here to help.

Good Luck

Carol Fraser, CEO

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