Hybrid work is is the future of work for many, but it's not without its challenges. In this two part article, we share insights from our conversation with Dr. Gleb Tsipursky, lauded the “Office Whisperer” and “Hybrid Expert” by The New York Times. Dr. Tsipursky shares his views on how to establish effective communication and collaboration channels, ensure equitable treatment for both remote and in-person employees, and maintain employee engagement and motivation.
What are the future trends in hybrid work?
Looking ahead, several trends are expected to shape the future of hybrid work:
- Flexible work arrangements: Hybrid work models will likely become more prevalent, allowing employees to work both remotely and in-person based on their preferences and job requirements. Organisations will embrace flexible scheduling and explore alternatives such as compressed workweeks or job sharing.
- Technology advancements: Technological tools and platforms will continue to evolve, enhancing virtual collaboration, remote team engagement, and productivity. Innovations in virtual reality (VR), augmented reality (AR), and artificial intelligence (AI) may further bridge the gap between in-person and remote work experiences.
- Reimagined office spaces: Physical workplaces will undergo transformations, emphasising collaboration areas and providing a more flexible environment that accommodates both in-person and remote workers. Offices may become hubs for team meetings, socialising, and fostering stronger connections.
- Focus on employee well-being: Organisations will place increased emphasis on supporting employee well-being in hybrid work settings. Initiatives promoting mental health, work-life balance, and building a sense of community will become integral parts of company culture.
What advice would you give to leaders who are considering adopting a hybrid work model?
For leaders considering adopting a hybrid work model, I would offer the following advice:
- Plan thoughtfully: Develop a comprehensive strategy that aligns with your organisation's goals and values. Consider the unique needs of your workforce, operational requirements, and potential challenges associated with hybrid work. Involve key stakeholders in the decision-making process.
- Communicate transparently: Clearly communicate the objectives, expectations, and guidelines of the hybrid work model to all employees. Address concerns, provide necessary training, and ensure everyone understands the rationale behind the transition.
- Emphasise inclusivity: Foster an inclusive work culture that supports and values both remote and in-person employees. Encourage open dialogue, provide equal opportunities for growth, and address any disparities that may arise.
- Invest in technology and infrastructure: Allocate resources to acquire and maintain the necessary technological tools and infrastructure to enable seamless communication and collaboration. Regularly assess and upgrade systems to adapt to evolving needs.
- Continuously evaluate and adapt: Regularly assess the effectiveness of your hybrid work model through feedback, metrics, and employee surveys. Make adjustments based on the insights gained, and remain agile in responding to changing circumstances.
By following these guidelines, leaders can navigate the transition to a hybrid work model successfully and create an environment that fosters productivity, engagement, and well-being for their employees.
Citation:
Dr. Gleb Tsipursky was lauded as “Office Whisperer” and “Hybrid Expert” by The New York Times, serves as the CEO of the hybrid work consultancy Disaster Avoidance Experts, and authored the best-seller Returning to the Office and Leading Hybrid and Remote Teams.
Dr. Gleb Tsipursky was lauded as “Office Whisperer” and “Hybrid Expert” by The New York Times, serves as the CEO of the hybrid work consultancy Disaster Avoidance Experts, and authored the best-seller Returning to the Office and Leading Hybrid and Remote Teams.