While the percentage of the workforce working between home and office rose to 24%, the number of those working exclusively from home dropped.
Three quarters of home and hybrid workers reported improved work life balance.
The most common difficulty experienced by hybrid workers was working with others.
Bearing these things in mind, if performance has dropped, can we return everyone to the office?
Should we?
When everyone is together in the same place, it may be easier to organise work schedules, meetings and huddles. There are greater opportunities for incidental conversations and the kind of social interactions that build stronger relationships.
On the other hand, hybrid working may level the playing field for some. Fewer distractions may give some people greater focus, and flexible hours and less commuting time may free up time, boosting productivity.
So instead of going backwards, how do we go forwards?
By revolutionising the way we treat our people and by recalibrating our expectations to match.
Accountability is still important and it runs both ways. Enhance and adapt systems, skills and data insight to measure what’s working and what isn’t.
Deepen relationships by creating new opportunities for conversations that don’t involve work – even remote workers. How do we recreate the interactions that once commonly happened on the golf course or over the dinner table?
Welcome evolution. Don’t expect to have all the answers at once: enquire, negotiate, respond and adapt.
How do you feel about this? A sense of trepidation or excitement? Drop us a line, let us know.
Have a great day.