The New Hybrid Work Paradigm - Behaviours and Humanising

In yesterday’s article, we spoke about the 10 steps you can focus on when you decide on a strategy for your remote and hybrid work environment - spoiler alert - they are all about experimenting and involving everyone in the enterprise.?

In today’s video, we reiterate that it’s all about two big elements that those 10 steps can be broken into:

• Behaviours - shifting the mentality towards the type of work we do and its “how” and “why” versus its “where”-. This starts with a willingness to engage with the emotions of yourself and others in doing the people-work at the team level -ideally by basing it on measuring your degree of Psychological Safety- but extends to your attitude towards the type of work you do - from the solo focused work that you will be doing from home and that will need personal accountability tools and ideas that will keep you productive- to understanding what common drivers you can find in the “why” that power your group work and so on. A full audit of what work means to you and your team and how you can reimagine it in a way that is sustainable, joyous and enables high performance followed by a "contract" on how to best accomplish that both at a company and at a team level; and
• Ways to "humanise" - this is the part where you have to answer “where” and “when”. Joint office spaces for co-creation? Conferences and events for learning and wider networking? What are the milestones for having focused moments of human connection? Whether this is for team building, pure socialising or learning and growing it is more important than ever to explore what different set-ups and types of support do each of those mean in practice.?

No one has a definitive answer as to what’s best and there is a lot out there - use the noise then filter it out. Prepare with permission and budget because this new paradigm means new tools and new types of support that are essential.?

Above all - do not create ivory-tower, tone-deaf, artificial policies - forget the process and instead hold the space for true dialogue and experimentation complete with such solid feedback mechanism that you’ll welcome occasions when some parts of the experiment fail as you would have gained an occasion to tweak and improve.?

This is a sensitive time - get it right and you can stop the GreatResignation talent haemorrhage and get set up for a sustainable and successful future. Get it wrong and you would have multiplied your HumanDebt to a potentially lethal level.

As ever, come talk to us and we’ll help with both the measuring piece and with empowering your teams with the tools to autonomously self-improve their dynamic and increase their ability to be innovative and highly performant and meanwhile, tell them that they can and should, and watch them flourish. ?

—————————————————————————

The 3 “commandments of Psychological Safety” to build high performing teams are:?Understand,?Measure?and?Improve

At?PeopleNotTech ?we make?software ?that measures and improves Psychological Safety in teams. If you care about it- talk to us?about a demo?at?[email protected] ??

To order the "People Before Tech: The Importance of Psychological Safety and Teamwork in the Digital Age" book go to this Amazon?link