2023-02-27

The hybrid office requires an active and listening leadership

Dela:

The hybrid office requires an active and listening leadership

Latest updated: 22 June 2023

After the pandemic's experimentation with remote work, the hybrid office has become the new normal in many workplaces. The intention is to create a workplace that is as efficient and engaging as possible, from both the employee's and the employer's perspective. However, the new way of working with greater freedom and responsibility does not mean that the leader's role has become less important - quite the opposite. The hybrid office brings a wide range of challenges that place great demands on leadership, as well as on the employees themselves.

 

The pandemic's forced remote work left a lasting impression. Many employees already see the opportunity to work from home as a given, and although many employers and managers may have had some hesitation, there is now no doubt that the hybrid office is here to stay.

The hybrid office is associated with fantastic opportunities but also risks. The opportunities are apparent to most: employees can work from home when they need to balance their personal lives or when they need to engage in individual work that requires peace and concentration. They can also come to the office when they need to meet colleagues, work in teams, or communicate with their manager. In this way, both efficiency and employee well-being can be improved.

However, the risks of such an arrangement should not be underestimated. Employees who work remotely for the majority of the time may feel isolated and somewhat disconnected from the team. Employees who, for various reasons, need to be in the office every day may perceive it as unfair and may feel annoyed with colleagues whose office attendance is uncertain.

The risk of poor communication and lack of cohesion within the team is evident, and it requires active leadership to counteract it.

Clear ground rules

The hybrid office requires clarity. Everyone must know the ground rules for dividing work between home and the office. Employees who work partially remotely must be fully integrated into the organization, ensuring they have access to all information and can participate in meetings on equal terms with everyone else. All of this is now possible through digital tools.

In return, those who spend their working hours in the office must have a reasonable opportunity to adjust to the flexibility of remote workers. Not knowing if or when a specific employee will come to the office or if they are even available can be immensely frustrating for those working from the office.

That's why clear ground rules are necessary. The leader can collaborate with the team to determine how these rules should be formulated. They can decide that "hybrid" workers should inform in advance, week by week, about the days they will be in the office. Alternatively, the goal could be for the entire team to gather at the office on a specific day of the week.

What is the purpose of an office?

The important thing is for the leader to listen to everyone and, together with the team, establish ground rules that benefit both efficiency and team cohesion while allowing room for individual needs. In a hybrid office, work must be planned and coordinated in a clear and explicit manner.

An important discussion to have within the team is: What is the true purpose of an office? The idea behind a hybrid office is to make the most of both worlds, so you need to discuss what makes the office necessary.

The answer may vary slightly depending on the type of team. Some teams need to meet in the office for intense, collaborative brainstorming or to have a deep understanding of each other's work. Others may need to gather for social reasons or to maintain motivation and engagement.

For most people, the value of an office primarily lies in the ability to meet face-to-face, which will always be something entirely different from seeing each other on a screen. The office exists to synchronize employees, both in terms of work and on a human level.

The individual is more important than ever

So far, we have mainly discussed teams and employees in the plural, but for the hybrid office to function in practice, it is also crucial to consider each individual. This is perhaps the greatest challenge for a leader in a hybrid office.

Different employees will react to the hybrid office in completely different ways, regardless of whether they spend most of their time at home or in the office. Some will find it fantastic, while others may become excessively stressed due to the uncertainty that the hybrid office may bring. However, the majority will adapt and find their way, provided they receive the right support.

Change can be confusing, and it is important that each individual employee receives active support. This means that employees must be seen and heard equally, regardless of how frequently or infrequently they are in the office.

Employees should have regular one-on-one conversations with their managers about their work and how they feel emotionally in their job. Everyone also has the right to receive support for their personal development. Coaching can serve as a complement, but it is also important for the leader to be accessible to each individual employee.

The hybrid office offers incredible opportunities. However, for it to work in practice, active and clear leaders are required, ready to pave the way in a work environment characterized by freedom and responsibility.

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