Business

Hybrid work doesn’t have to be emotionally exhausting

OfficeRnD is a Business Reporter client

We have an unprecedented opportunity to combine the flexibility of remote work with office collaboration

Hybrid work – a model of work partly in the office, partly remotely – gives us the opportunity to radically update the workplace. However, the transition to a hybrid is a difficult task, and most companies still understand this.

At this point, we know that a successful transition to a hybrid requires a delicate balance between company goals and employee needs. That is why we believe that flexibility, personalization and collaboration should be at the heart of this new work paradigm. In other words, we should try to combine the best with office work (collaboration and networking) and remote work (flexibility and personalization).

There is no one-size-fits-all recipe for this, but we can lay down a few basic rules. Some are already covered by huge companies, while others are based on our experience as a company that has provided flexible operations for many years. On that note, here are our main pillars for the success of hybrid work.

Encourage flexibility and a personal schedule

Hybrid work doesn’t have to mean the same schedule for everyone, like three days in the office a week. One of the biggest benefits of hybrid work should be the ability to tailor your work schedule to your professional and personal needs.

That’s why companies like Amazon allow you to make important decisions about hybrid planning at the team level. Others, such as Salesforce and HubSpot, have created different job options from which people can choose.

In addition to feeling good, such flexible options are also critical to productivity as they allow people to choose how to work based on the requirements of their work rather than the requirements of everyone else.

Develop personal collaboration

Community is the biggest benefit of coming to the office. Face-to-face contact with others is invaluable, so it is very important to encourage personal collaboration in the organization.

Companies can do this by allowing team members to decide which days come to the office, depending on when their colleagues are there. Everyone can collaborate in person and then work from home if they need to retire to accomplish their tasks. Face-to-face cooperation occurs naturally when people decide it is necessary, instead of being forced through politics.

And again, no one has to travel to work every day or feel trapped from top to bottom, which is followed by a schedule.

Application congestion management

We all know about Zoom fatigue – a feeling of fatigue or anxiety caused by overuse of video conferencing tools. However, video conferencing is only part of the bigger problem of application overload.

If you run a hybrid workplace, you’ll probably need a table booking app, especially if you have more employees than jobs. You can manage table bookings in spreadsheets, but as your company grows, the process becomes more time consuming and tedious – and most of us are already drowning in spreadsheets.

In short, it is better to use a specialized program for booking tables. However, no one wants another app to just go to work.

As a company that creates a hybrid solution for jobs, we know this from experience. That’s why our product integrates with Slack, Google Calendar and Microsoft Suite (including Teams and Outlook). As a result, companies and individuals can manage a hybrid workplace in their day-to-day programs.

Free OfficeRnD webinar, How to simplify hybrid work through planning and integration, discuss how to minimize uncertainty and help everyone in your organization adopt hybrid work. Learn more about OfficeRnD at officernd.com

Originally posted on Business reporter

Hybrid work doesn’t have to be emotionally exhausting

Source link Hybrid work doesn’t have to be emotionally exhausting

Back to top button