WFH Lessons Learned (And How to Apply Them in a Hybrid Work World)
Heading into the second fall season of the pandemic, many companies are defining what work will look like in the months ahead. Even as we continue to navigate the uncertainties of the virus, the discussions are broadening beyond the “work from home if you can” standard to hybrid work environments that benefit companies and employees alike. Based on what I’m hearing from clients, now is a good time to assess what we learned from our work-from-home experiences – and how we can apply the lessons to create a hybrid work culture that works.
Flex on.
Throughout the pandemic, we’ve flexed work-from-home muscles that we didn’t even know we had. From the Zoom calls at the kitchen table in the early weeks to settling in by carving out a dedicated workspace as the months wore on, one of the biggest collective lessons of the pandemic is that remote work is possible – and effective.
The future of work calls for continued flexibility. What my clients are saying lines up with the stats that are being reported. Employees expect increased flexibility in terms of when and where they work – and they’re willing to change jobs for it. A recent PwC survey shows that most employees (59%) prefer a hybrid work model, with one to four days per week in the office. Nineteen percent of employees want to work remotely five days per week, and the remaining 21 percent in the survey report having jobs that don’t allow for remote work.
Moving forward, leaders have the opportunity to blend the best elements of working from home with a revitalized in-person work environment that propels productivity – and meets the work-life needs of employees. Recognize that time and flexibility are the new currency of a hybrid workforce and capitalize on the flexibility your team has developed to shape a unique hybrid work culture that makes the most sense for your people and your business.
Related: Leading a Hybrid Team? Here Are 3 Must-Dos
Stay human.
Another good thing to come out of the pandemic? The acknowledgment that great leaders don’t have all the answers. Video calls interrupted by kids or guest appearances by curious pets connected us all as humans. The challenge of managing employees working remotely gave leaders the chance to lead differently, show their vulnerabilities, and share insights into their decision-making. Now, as some employees return to the office while others work remotely, front-line leaders will need to maintain the human connection and further embrace the personalization of work.
As I work with clients, being human means ensuring that individual employees thrive in a hybrid work environment through strong one-to-one connections while recognizing the highly individualized impacts of each workforce decision. It can be a big ask of front-line managers who are also tasked with meeting the company’s short-term objectives. That’s why it’s critical to give these managers the tools they need to keep themselves and their teams engaged and productive.
Coaching Works NYC created our Manager as Coach program to fit the dynamic “new normal.” The accessible program empowers managers with coaching insights and techniques, so they’re able to bring out the best in their teams, maximize contributions, and accelerate development. Most importantly, the program is designed to be scalable, so you can extend the benefits of coaching deeper in the organization while still being mindful of busy front-line managers’ time and mindshare constraints.
Related: How to Get Comfortable Leading Through Uncertainty
Tap into technology.
Another thing I’m hearing from clients is that optimizing technology will be an imperative for sustained success in a hybrid work model. Leaders will need to be fluent – and comfortable – with technological tools that enable people to connect, teams to collaborate, and diverse ideas to flow. Just as the work-from-home experiment emphasized that it’s not enough to pick up traditional in-person meetings and make them virtual, hybrid work environments will require leaders to adapt day-to-day communications, team building, training and development, and overall management styles to work effectively across virtual and in-office situations.
A good rule of thumb is to leverage technology to ensure equitable access to information, management, and events. This may mean having all employees, whether remote or in-office, join team meetings via a web meeting to help ensure that those working remotely aren’t excluded from interactions happening in a conference room. At the same time, incorporate in-person opportunities for employees to come together on a regular basis, so you also gain the benefits of face-to-face interaction.
As we continue to navigate uncertainty and change in how we work, it’s critical for leaders to continue to recognize – and empathize – with the individual stressors and work/life challenges different employees face. Coaching Works NYC makes coaching more accessible to more employees – and more scalable, cost-efficient, and sustainable for organizations. As you define your company’s hybrid work culture, contact me to learn more about our services, including the Manager as Coach and Coaching at Scale programs.