For our third installment in this series on why many organizations are pushing for a return to working full-time onsite we will look at the topic of ‘tradition and culture’. Beyond the organizational change management required to address ‘but this is how we’ve always done it’ thinking, there are real risks to be considered with location and time flexibility in the workplace; however, these impacts can be turned into opportunities through a comprehensive hybrid work strategy tailored for your organization.
In a hybrid work environment, where employees split their time between remote work and on-site work, several culture considerations are crucial to ensure a harmonious and productive work environment. Here are three important culture considerations:
- Communication and Collaboration: Maintaining effective communication and collaboration can be challenging in a hybrid work setup. In addition to providing high quality collaboration tools and the training to use them effectively, companies must emphasize the importance of being responsive and inclusive in their communication practices. They must ensure that remote and on-site employees have equal access to information and opportunities to participate in discussions and decision-making processes.
- Trust and Autonomy: Trust is fundamental in a hybrid work environment. Managers need to trust their employees to deliver results regardless of their physical location. Employees should be empowered with a sense of autonomy over their work schedules and tasks, provided they meet their goals and deadlines. A culture that values outcomes over mere presence will encourage employees to take ownership of their work and contribute to a positive and productive work environment.
- Flexibility and Inclusivity: In a hybrid setup, employees may have different needs and preferences when it comes to their work arrangements. A flexible and inclusive culture is vital to accommodate diverse workstyles and personal situations. Companies should have clear policies and guidelines for remote work, ensuring fairness and consistency for all employees. They should also prioritize inclusivity, making sure that remote workers don’t feel isolated or left out from on-site activities and social interactions.
Organizational culture, sometimes built over decades of traditional work, can decline as a result of people not spending time together, but by addressing these culture considerations, organizations can create a supportive and cohesive environment that maximizes the benefits of a hybrid work model while minimizing potential challenges. In fact, many employees have reported that their sense of a positive culture in their workplace improved during work-from-home mandates of the pandemic. Additionally, regularly seeking feedback from employees and adapting policies accordingly will help refine and improve the hybrid work culture over time. To learn more about the options and opportunities to dial in your work culture, contact SCG Hybrid Work Solutions.
