Develop Your Hybrid Workplace
Get expert advice and support to build and maintain a hybrid workplace where people thrive
SuPPORT tailored to your context
UGM Hybrid Workplace Services
hybrid workplaces will be the new normal
Are you building a strong hybrid workplace?
COVID-19 has gripped and shaken the global economy to its core. But, Have you noticed the huge increase in references to hybrid workplaces? That’s because so many organisations, globally, could only continue during the height of COVID-19 outbreaks by having most or all of their people working from home. At the time, it was recognised for and by significant numbers of employees, that workplaces can extended to locations beyond the traditional office.
So what exactly is a hybrid workplace? A hybrid workplace is one that removes the traditional employer emphasis on location. What you do is preferenced over where you do it. In the current context, a hybrid workplace is one which enables people to work either virtually or by being physically present at a particular location. If it is a truly hybrid workplace, there should be no difference based on where the work is done, in the quality of the work itself as a result of differences in location, or the final outputs generated. While the notions of remote work and hybrid workplaces are not new, both have enjoyed significant increases in awareness and even understanding. As the less understood concept, employers and employees alike would benefit from a deeper understanding of hybrid workplaces
Going forward, knowledge workers in particular will question why they need to turn up at an office when they can deliver equally well working from elsewhere, including home. So, a growing risk that businesses face is overlooking the value attributed to being able to truly work more flexibly most of the time. Gone are the days when this was unknown territory and managers could dismiss such requests on the basis of uncertainty around feasibility.
Another risk arises where organisations fail to adapt behaviours, skills and mindsets from working where people are physically present to working in a truly hybrid context. UGM is not for a moment claiming all of these are new! However, there is no doubt that emphasis and implementation will be slightly to substantially different in a hybrid context.
A hybrid mindset prompts consideration of different work contexts, from collocation to virtual. Collocation currently means some tasks are easier, but intentionally adjusted skills and behaviours would result in virtual outcomes being as good. Look at how working from home saved businesses!
Working Virtually – UGM’s Research Findings
UGM’s recent research study, ‘Working From Home in a COVID Context‘, confirmed the following outcomes…
PowerHour Connect – Service
Benefits of PowerHour Connect for a hybrid workplace
Inclusive Leadership Module
This module is suited to:
Indicative mini-modules (interactive)
Opportunities to contribute
Explore what the culture, values and practices your organisation state (expressly or implicitly) about inclusion (and exclusion).
Contributing and belonging
Use UGM’s powerful contributing-belonging model to recognise the fundamental outcomes that individuals and businesses seek.
Make meetings more inclusive
Learn tools and techniques that will make your meetings (from one-on-one to full ‘team’) more inclusive and more productive.
Disagree without being disagreeable
Harness the great business value offered by disagreement, without being disagreeable, using specific behaviours, skills and techniques.