The Hybrid Work workspace
The office isn’t dead, but it’s getting a makeover. The pandemic forced a shift to remote work, and for many (particularly knowledge workers), that flexibility is here to stay. Office spaces are seeing a comeback, but at much lower occupancy rates than pre-pandemic times. This reflects the rise of hybrid work models, where employees split their time between home and the office.
This change in work style brings both challenges and opportunities. Some studies show a decline in employee engagement, particularly among younger workers and those forced back into the office full-time. However, organisations are starting to adapt. Some are creating hybrid structures that cater to everyone’s needs, and the innovators (with a budget) are rethinking office design.
The focus is shifting from cost-saving measures to creating workspaces that are attractive and functional. Beyond a mix of zones for focused and interactive work, imagine “low noise emission hand driers” for noise-sensitive employees and quieter rooms for neurodiverse workers – these are just a few examples from a recent office design by UK’s Barclays Bank.
While creating these types of facilities can be expensive, it’s becoming increasingly important for employers to attract and retain top talent in a competitive job market. The future of work includes hybrid, and offering flexible work arrangements alongside a well-designed workspace is one key in the formula for ‘post-pandemic era’ success.
Leading in a Hybrid World
Another major piece of the hybrid work puzzle is leadership. McKinsey has identified four key management shifts that can help leaders thrive in this new environment.
1. Manage by outcomes, not activity
Leaders should focus on results, empowering employees to achieve them. This means setting clear goals and milestones, but also trusting employees to choose their own path. Use regular check-ins to ensure everyone’s on track and roadblocks are addressed. For known higher performers you can expect that check-ins don’t need to be as frequent, or perhaps as detailed.
2. Build trust and togetherness
Largely gone are the days of casual chats for all by the coffee machine. Leaders must proactively build trust by demonstrating reliability, acceptance, openness, and authenticity. This includes regular team check-ins, open communication, and fostering a culture that values diverse perspectives.
3. Facilitate, don’t dictate
Hybrid meetings require active engagement. Leaders should keep them short, leverage interactive tools, and empower teams to make decisions and develop shared goals. Ensure that all are attending, all are engaged, and that input from all is encouraged and valued.
4. Embrace team problem-solving
Successful leaders don’t go it alone. They actively involve teams in problem-solving, fostering a sense of ownership and buy-in for solutions.
All of this can be incredibly powerful, but can also require new skills for team leaders and team members. Organisations must now provide the environment, support and tools needed if they wish to leverage this capability. And even with teams that often meet remotely, an in-person team session from time to time will still play an important role in how the group functions and works together as a unit.
By adopting new approaches to workspace along with these four leadership shifts, organisations and team leaders can create a flexible, productive culture where both employees and the company can flourish in this hybrid work era.