The workplace is evolving. The last couple of years has accelerated what was already a trend with office-based roles.
Hybrid working, with greater flexibility around working remotely and physically being ‘at the office’ comes in many flavours.
And while hybrid avoids some of the big challenges posed by having an entirely remote workforce, there still remain many unanswered questions. For example, would having core hours one or two days a week, encourage that workplace buzz that perhaps just isn’t there with fewer people around? And is communication in a hybrid setting always as effective as in a physical world?
Here are just 3 risks that can impact a business operating the hybrid model…
INNOVATION
Generating and developing ideas doesn’t happen in isolation. Ideas depend upon interaction, with the aim of creating something new that has value to customers and increases the value of the business itself. Creating the conditions which enable ideas to flow freely, is part of management’s role in most organisations. And while there is no definitive guide around how this should work in a type of business, the physical environment cannot easily be discounted. Walk around any of the top tech companies’ offices and yes, you’ll see rooms fully equipped for virtual meetings. But they’ve also spent fortunes on physical spaces, to make them inspiring and creative places to work. It’s hard to define the exact impact of reduced physical facetime with colleagues – but that doesn’t mean it isn’t real.
CULTURE
I know of plenty of companies, organisations, and events, where culture has remained strong, by focusing more deliberately on the quality of the physical interactions, so that the inevitable virtual interactions continue in the same vein. This takes a lot of energy and commitment on behalf of everything. Possible, but easier said than done. It’s fair to say that people make culture and a reduction in face-to-face engagement can pose real challenges.
QUIET QUITTING
Now more than ever, staff retention is proving critical for business, as the labour market tightens up in many areas. The much talked about 2022 trend of some employees doing the absolute minimum at work is not exactly a new concept. And nor is the need to have an engaged and motivated workforce, in order to underpin productivity. It’s not a black-and-white issue, since many people will respond positively to a more flexible working week and the trust to get on with delivering on their objectives under their own steam. However, maintaining an engaged and productive workforce is harder (certainly different) to achieve in a hybrid or remote setting.