LMA Coaching

ROI for Hybrid working

By having the right Hybrid strategy for your team there are great benefits you can unlock.

If you are open to having a conversation about prospering in the Hybrid workplace and creating a high commitment high performance culture either as a leader or for your organisation then book a free 1-2-1 taster.

Although every Hybrid workplace is unique several common practices or characteristics emerge — regular and honest bottom-up and top-down communication, a shared purpose and sense of vision, a humble leadership framework based on trust and purposefully adopting next-generation technology.

Decisions must be based on measurable outcomes such as increased productivity, retention of staff and customers and revenue growth. Hybrid working highlights a paradox at the heart of what makes companies agile: being simultaneously dynamic and stable.

A “North-star” created through bottom-up communication is even more critical in a Hybrid Organisation as it serves as the cornerstone for strategic alignment across the organisation and is the rallying point for the whole team.

Also by investing in organisational culture, integrated recognition, and inclusivity, companies will become well-placed for excellence and high growth.

An HBR study shows using OC Tanners – www.octanner.com/uk – five “employee personas” the following results.

When there’s a flourishing culture, the probability of great work increases by:

Coasters. 500%
Taskers 2%
Socialisers 140%

Inclusion has a particularly strong impact on aspirational great work frequency

Coasters 875%
Socialisers 284%
Taskers 220%

Leadership

Hybrid working must start at the top because success depends upon viewing the whole landscape, recognising the complex and intricate ways in which everything connects and uniting the organisation behind a clear strategy.

A key hybrid strategy is encouraging a shift towards trust-based leadership—when employees are trusted to work with high autonomy—from the top down. Humble leadership is also a key competency in leading successfully in a Hybrid environment.

Modern leaders with a focus on mentoring, supporting and recognising their people – have a positive impact on all employees.

Coasters 351%
Socialisers 50%
Achievers 20%

Communication

Communication in a Hybrid team requires a different approach to communicating with an office based or fully remote team.

However, the key principles of good communication remain:

employees need to have the information that they need, in a timely way, to allow them to successfully undertake their work. Good communication is a shared responsibility across the team; engage the team in a discussion about the best ways to communicate.

Processes for sharing working arrangements and locations.

When and how different forms of communication should take place.

Decide upon key communication channels.

Discussing and agreeing arrangements for meetings.

Bottom Up and Top Down Communication

Now, my clients have revealed that more than ever, employee sensing (actively seeking feedback from the workforce) is a critical capacity for business looking to increase the pace of feedback and implementation cycles within organisations.

“We use regular leadership surveys to measure employee feedback anonymously on key issues and measure their trust in leaders. It keeps everyone accountable.“ NH SAP.