HYBRID WORKING

The COVID-19 pandemic disrupted most organizations work patterns globally more so the space/physical environment where work is done but even before the 2020/2021 pandemic, some forward-thinking companies were exploring and adopting ‘work from anywhere’ (WFA) practices. Then along came lockdown, and many people had WFA, or rather WFH (‘work from home’) thrust upon them. While some people relished not having to commute to an office, and the chance to spend more time with family and friends, others found work from home/remote working ?isolating, mentally challenging, and creativity-stifling.

As we come out of the pandemic, organizations are realizing that there must be a middle way for the future of work, balancing between home life and office life, and that middle way is likely to be hybrid work.

Hybrid working by definition is a flexible working model where employees work partly in the physical workplace, and partly remotely – at home or from another workspace. Since Hybrid Working is the new reality and still the future of working most organizations are having to adjust accordingly hence adopting Hybrid Working

How to Achieve Hybrid Working

According to a Survey conducted recently by a Popular Opinion Polling Company in the country, At least two-thirds of employees in both private and public organizations prefer hybrid working to office working or remote working. Here are 5 Imperative traits to achieve Hybrid Working ;

• Flexible: Your organization should accommodate a variety of collaboration and communication methods. Whether it involves synchronized modes of communication, one-on-one phone calls, or video conferences with dozens of participants and group messaging for hundreds, the tools your employees use should enable any type of collaboration and communication methods.
• Inclusive: 80% of communication is non-verbal, which means you should provide equal experiences for everyone, no matter where they are, what language they speak, or whether any have disabilities. Everyone in a hybrid meeting should feel like they are seen and heard, regardless of whether they’re in a meeting room or remote.
• Supportive: Your organization needs to show empathy for employees who may be fatigued from working virtually but feel anxious about returning to the office. Empower your teams to achieve their meeting goals, understand work-life integration, and manage people’s most precious asset: time.
• Secure: With hybrid work, the more work locations and connections, devices, communications, and content, the more your organization’s risk exposure grows. You need security that doesn’t compromise simplicity and employee efficiency while also ensuring you honor employees’ privacy.
• Managed: You need a simple way to manage the infrastructure of hybrid work, including easy provisioning of users and their devices, wherever they are working from. Good Management will ensure all employees have the best possible collaboration experience