Hybrid Work

We are living in a hybrid world that is here to stay. All organizations are facing a changing work model that, for the first time, is being driven by workers.

Almost every study and report has called it “Hybrid”, and it's the way the business world will move from now on.

This change is testing the leadership of many managers, in addition to the challenge of remodeling office space and reorganizing teams.

But the hybrid environment is already showing positive aspects, especially in IT, where they have found some surprising benefits from having more flexible policies about where and when their employees work.

Until now, the hybrid model is very different in each organization, however, with regard to the HR area, they must take into account some key points.

How should the Human Resources area lead this change in culture?

Identify roles that can be remote

Do a study to help us position the different roles in the organization according to their possibility of being completely remote, partial or face-to-face. The variables that relate to this possibility depend on the type of work, the level of autonomy of the person and the task, the need for a relationship with the rest of the team to fulfill this function and the existence of defined processes so that the person can self-manage.

As a result, some collaborators may be remote and others may not. The hybrid world requires us to manage diversity.

Define the hybrid model

It is necessary to give leaders some guidelines and advice to define the best way in which their teams work. This new system “imposes” in a certain way on leaders to change and provide flexibility in the way their team works. Each leader and each person defines how they work and where they work, that is the best solution in the hybrid world.

Define the objectives to be achieved with hybrid work and their KPIs

What do we hope to achieve with the change in the way we work? Surely, achieve better results and more commitment. We must define how we are going to measure it to ensure that the goals are met.

Generate an action plan to mitigate risks

How do I generate actions that track productivity and support the achievement of goals? Some keys to doing it successfully:

• Establish a management culture based on results (and not on time): short cycles, follow-up, support.
• Invest in digital initiatives, collaboration apps and incorporate the habit of using these tools.
• Put the person at the center, well-being and enjoyment, with a lot of focus on managing diversity and flexibility.
• Redefine the use of office spaces to generate value: they make sense for participation and relationship generation. The office has become the new meeting place, to refine ties. The new “off-site”.

The hybrid world is here to stay. We must not delay in incorporating the transformation, this can cause a loss of talent and a brake on progress.