There is growing emphasis on people leadership skills in a hybrid work context and I believe that this will be a significant area of focus and investment for organisations. Hybrid work model is a continuing reality for the future.
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Enterprise needs to realize that employees are not mere units of productivity. They deserve a humanized workplace relation and experience, where empathy is a core part of whole designing Hybrid Work Model transitioning from the total remote work from any location.
Collaboration and innovation cannot happen when we are stressed or overwhelmed or when we feel we are not trusted. How your work culture and environment can promote a sense of trust, autonomy, care, fairness, and respect is to be seen.
One of the major challenges of remote/hybrid work is that it's harder to build empathy with people when you're not physically with them. As such, remote employees may feel like their co-workers and managers aren't seeing their full selves or their full potential.
There are four dimensions that are important and need to be considered for the success of Hybrid working. I have termed it FAIR meaning Flexible culture, Alignment in Work processes, Role and Capabilities, Integration with fairness and Results and outcomes.
HR has to measure, both productivity and cultural impact on business. This is possible through a phased transition and feedback from both employee and their supervisors. Monthly Feedback through surveys and interviews will help understand the trend better.
Organisations have to manage the change process step by step. Abrupt changes will invite resistance. To start from the leadership is the best approach.
All India CA topper of 1989, Shalini Warrier with nearly 3 decades of banking experience, is Executive director and Business Head - Retail of Federal Bank with primary responsibility to drive the Retail Banking agenda of the Bank forward covering responsibility over the Bank's Digital Banking...
Manufacturing companies have to protect sensitive data including intellectual property, financial information, and personally identifiable information that can be manipulated and leveraged for malicious purposes.
Simply providing an in-house counsellor is not enough; the company needs to remove the stigma attached to it. The person needs to know when to stop giving, giving and giving! Violating boundaries for short term success can have severe long-term consequences.
