Who plays the key role in hybrid work?

Hybrid work, a flexible arrangement that combines remote and in-office work, has become increasingly popular in the post-pandemic world. As organizations transition to this new model, it’s essential to understand the key players involved and their roles in ensuring a successful hybrid work environment.

In this article, we will explore the key role of hybrid work, focusing on the contributions of C-suite, managers, employees, and Human Resources (HR) departments.

C-suite: Redefine the new workplace

Enabling hybrid work is no longer merely a matter of IT or security. Instead,
the entire C-suite is joining together to redefine the new workplace
and the technology supporting it.

According to IDC research, 60% of European organizations make workplace strategy choices collectively by numerous members of the C-suite. By “The Okta Hybrid Work Report 2023”, the CEO is the major champion in 57% of organizations in Europe when it comes to introducing new working methods. However, stakeholders in Finance, Operations, IT, Security, Technology, and HR also play important roles.

This shows that where and how people work is now a strategic requirement for corporations and a board-level concern.

Stakeholders from various organizational departments all play important roles in influencing workplace strategy. They also have more say over the technology used to achieve their goals. To create efficient and successful solutions, technology and business teams must collaborate to understand one another’s needs and difficulties.

Managers: Facilitating a Smooth Transition

Managers play a critical role in the implementation of hybrid work arrangements. They must ensure that their teams have the necessary tools and resources to work remotely, while also maintaining productivity and collaboration in the office.

For managers, key responsibilities include:

  1. Setting clear expectations: Effective communication is crucial in a hybrid work environment. Managers must establish expectations for work hours, availability, and communication channels to ensure that employees understand their responsibilities.
  2. Adapting leadership styles: Managers need to adapt their leadership styles to accommodate both remote and in-office employees. This includes conducting regular check-ins, fostering a sense of belonging, and promoting open communication.
  3. Measuring performance: Managers should establish performance metrics that account for remote work, and regularly review employee progress to ensure a fair evaluation process.

Employees: Adapting to New Ways of Working

Employees are essential to the success of hybrid work arrangements as they must adapt to new ways of working and collaborating.

This shift in organizational goals is reflected in Okta’s research. The major motivations for organizations to embrace a hybrid working paradigm are improving employee well-being, increasing productivity, and lowering expenses.

We can see the power of this need in organizations’ readiness to engage in efforts aimed at making hybrid work more comfortable and rewarding for workers.

To better serve their remote and hybrid workforces, the majority of respondents’ organizations are altering procedures and deploying new technologies.

More than three-quarters (77%) of those polled indicated their employer has implemented flexible working hours, and another 21% said their organization would not rule out a shift to more employee-centric scheduling tactics.

To improve the experience of their work-from-anywhere workers, the majority of European firms provide access to training, pay for home office equipment and expenditures, and provide access to corporate subscriptions and wellness initiatives.

For employees, key responsibilities include:

  1. Embracing flexibility: Employees should be open to working both remotely and in the office, as required by their role and team dynamics.
  2. Maintaining productivity: Remote work can present unique challenges, such as distractions and isolation. Employees should be proactive in addressing these issues and developing strategies to maintain productivity.
  3. Communicating effectively: Effective communication is essential for collaboration and team cohesion. Employees should be mindful of their communication habits and ensure they are using appropriate channels and tools for remote work.

Human Resources: The backbone supporting Employees

Organizations are also investing heavily to overcome ‘proximity bias,’ the propensity among leaders to favor people who are physically closer to them in the workplace.

Nearly three-fourths of companies are currently enforcing measures to prevent remote workers from being disadvantaged in organizational processes; Sweden is the leader in combating proximity bias; however, more than half of organizations in both the Netherlands and Germany (57% in each) are also making such investments.

Human Resources (HR) departments are responsible for developing policies and providing support to ensure the successful implementation of hybrid work arrangements and overcome ‘proximity bias’. Key responsibilities include:

  1. Developing hybrid work policies: HR should create clear policies and guidelines that outline expectations and requirements for remote and in-office work, and ensure that all employees are aware of these policies.
  2. Providing resources and training: HR should provide employees and managers with the necessary resources and training to support remote work, such as technology tools, workspace setup guidelines, and time management strategies.
  3. Ensuring inclusivity and fairness: HR must ensure that hybrid work arrangements do not inadvertently create disparities among employees. This includes monitoring remote work practices and adjusting policies as needed to promote fairness and inclusivity.

ONES: Your best choice for hybrid work

To help different parties to work together for developing a successful hybrid working environment, you need a smart office system like ONES.

ONES offers a range of features that cater to the needs of hybrid workers, such as room booking, desk booking, and visitor management. These features not only improve flexibility but also enhance the productivity of workers.

Moreover, as the article highlights, successful hybrid working requires a shift in mindset and a culture of trust and communication. ONES foster such a culture by providing real-time data and analytics on office usage and creating a sense of community through its social features.

By incorporating ONES into their workplace, companies can ensure the success of their hybrid work model. To learn more, schedule a demo today.