Welcome to the new age...the return to work is on the rise as the extremity of the pandemic begins to ease, but what changes have you made or plan to make to prepare for your new work/life to keep you and your teams happy, productive and profitable?
The “hybrid” model is a large topic of conversation within organisations at the moment. It has become apparent since the pandemic that companies who had a strict “in office” policy are now understanding that working from home is feasible and also beneficial for staff's wellbeing and productivity. The hybrid work model is designed to offer the flexibility for employees to fit work around their lives, rather than structuring parts of their weekday around office hours. However, this does not mean that offices are a thing of the past, it just means that time spent at the office will be intentional, structured and cohesive resulting in more efficiency and productivity for everyone involved.
There are a lot of pros to a hybrid work style, having more access to greater talent, increased productivity for individuals and small teams, lower costs, more flexibility and an improved employee experience. These are great benefits and in fact would even make you begin to consider this model straight away, but there are factors to consider.
Firstly there is no one size fits all model as each company and organisation comes with different challenges. It is about risk management and change management to ultimately ensure that your staff are happy, motivated and have full clarity and involvement with the changes. One of the main challenges that come with hybrid models includes the risk in creating two organisational cultures. Inclusivity is key here.
Changes in Leadership: Unified organisational systems and procedures
It requires a lot more trust and integrity and more of an inspirational approach, being a positive role model in supporting both flexible approaches to remote working and in office environments. Clear and precise communication is key to ensure teams are on the same page whilst individually completing tasks. A unified approach to leadership and management would need to be addressed within the organisation to ensure the consistency throughout departments.
Staff location consistency:
Another important aspect is maintaining a consistent percentage of workers in office and remote. Location monitoring staff will be a key challenge that would need to be addressed and a system in place to allow a fair split to accommodate the needs of the firm and the preferences of the team.
This is a given! With a flexible work model, having a large office space that is half empty does not make any financial sense. The ideal scenario is to downsize your office but maximise its potential uses...this is where interior architecture comes to the rescue! Interior architecture allows you to remodel the office space with a hybrid and highly flexible agile design model in mind with a focus around health and wellbeing of your staff.
The emphasis on health and wellness of your staff is now of top priority following the pandemic and what better way to greet your staff back to work with the right measures in place and a workspace that allows them to complete their best work.
‘In the middle of every difficulty lies opportunity’ Albert Einstein.
If you have been thinking about downsizing your office space and are not sure about where to start in restructuring the interior architecture...then we would be happy to help! Give us a call today for your free consultation and let's see how we can embrace the future of your company's work life “new age” together!
‘Happy People work Better’
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