Prior to the pandemic, companies allowed remote work sparingly and where necessary because of the location of certain key players in other states or countries. Many employers felt that remote work was not practical, citing technology gaps and company culture. Then comes in the hybrid work model; which is one that allows employees the option of working in physical office locations, or remotely, or a combination of the two. To kickoff the ball, here are policies and practical tips to prepare your organization for a hybrid work culture. […]
NOTES: Hybrid Work Culture Kickoff Policies and Practical Tips
According to a survey of 600 IT decision-makers conducted in May 2020 by research firm Vanson Bourne for Xerox Holdings Corp., entitled The Future of Work in a Pandemic Era, at least 95% of those surveyed thought that in-person communication was still necessary to train, develop, and assess talent. However, the survey also found that more than half of businesses intend to change their policies after the pandemic to allow a hybrid return to work approach.
A hybrid work policy should first explain what the company’s hybrid model allows – the advantages, work options etc. A second section of the hybrid work policy should discuss which employees are eligible for remote work options.
Your policy should also set out the expectations that you have for your remote workers and also include a section that discusses technology and computer use issues.
Finally, if your hourly workers are going to work a flex schedule in and out of the office, consider this scenario. They start their day at home by checking emails or working; then head into the office to perform more work. Then, you may have to pay for their travel time into the office to comply with some state and federal wage and hour laws.
Go to JDSUPRA (link below) to read more, so much more …
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Research from Stanford suggests that around 70% of organizations are planning for hybrid working in some shape or form.
Traditionally, there has been a lot of evidence in favor of giving employees control and autonomy over their work. For instance, research from the University of Melbourne and a study, from the University of Illinois at Urbana-Champaign, both support this. But how much control can managers give employees, and should this be over when and where they work?
People are biased toward the people they are physically located with. People who are working remotely on a team can be at a disadvantage when it comes to being seen as a leader.
The Stanford team found that around 32% of us don’t ever want to return to the office, and that 21% of employees want to return to the office as soon as possible.
Nicholas Bloom, who led the Stanford research, has flipped his original support for autonomy. He now argues that for teams to function effectively they need to be coordinated.
So, are you ready to miss out of the informal office chats? While meetings are usually streamed over a video conferencing platform for home workers benefit, it is well known that conversations will inevitably continue in-person, in the office after the meeting has formally concluded.
All of which means that it’s not quite so straightforward to simply say that employees will be given full autonomy to choose their workplace and their work schedule post-Covid.
Managers will still have to take control and provide suitable schedules for in-person attendance, remote working and office-virtual interactions.
Go to Forbes to read more …
Many people have an inaccurate beliefs about their workload. Here are a few pointers to address this.
Work Smarter, Not Harder
Get more done in the same amount of time by learning to work more efficiently. Better manage distractions and attention seeking activities. Learning a comprehensive workflow management system is another way to get more done in less time.
Ultimately your own work-life balance is completely up to you. No one can “give you” better balance. You have to take it.
Stop thinking that other people expect you to be available all the time. Also, trying to conform to the expectations that other people have for you is exhausting and ultimately futile.
You Have a Habit of Distraction
Your most important resources are not your time or your money or even your attention. Your most important resources are your body and your mind.
Manage checking your communication channels during workday every 1-3 minutes. Else, you get conditioned and wont be able to “shut it off,” workday, work week or at your personal time.
You Have Control
Studies show that a boss’s work-life balance is an important factor in the work-life balance of their employees, and that if all better utilize downtimes, everyone will likely to be physically and emotionally healthier.
Recommended: The Third Space according to Adam Fraser is the transitional gap in between what we do. It’s not what we do, it’s what we do in between what we do that is most important.