Organizations are like snowflakes. Each is unique in its own way. When it comes to committing to a hybrid working strategy, there isn’t an off-the-shelf list of options from which to choose.
The history and culture of an organization create patterns of working–interacting, communicating, collaborating, disagreeing, meeting, etc.– that go unarticulated and unchanged year after year. Two years of remote working in the pandemic have disrupted those patterns.
Many organizations today are trying to figure out how they will move forward in establishing a new set of working patterns in the organization.
Four Key Hybrid Questions
Systematic Hybrid Assessment
Many companies have been surveying their employees about remote working during the pandemic. This is a great start. However, purely quantitative assessments will only get an organization so far. It is important to use a more holistic and thorough assessment– a proper audit– to inform the hybrid decision making process.
Not only does a full workplace experience audit provide important data and insight for management, it also involves employees in the hybrid working decision making and strategy development process. This is important because employees continue to have unprecedented leverage in the labor market.
Companies that take their employees’ daily work experience seriously, and design for that, will attract and retain the talent necessary to drive their strategy. And getting that right requires a benchmark of understanding–qualitative and quantitative– around which to structure a sustainable hybrid working strategy.
Learn more about the Workplace Experience Audit