Embracing this change requires employers to foster a culture that encourages hybrid models, providing employees with choices that align with their preferences while maintaining a sense of connection and camaraderie.

Leadership plays a pivotal role in cultivating a workplace culture characterized by acceptance, connectivity, and trust. To address potential conflicts between on-site and remote staff, leaders must embrace an open-minded approach. Studies, such as the one conducted by Grzegorczyk et al. in 2021, emphasize the importance of building a culture that supports both on-site and remote work seamlessly.

Expanding opportunities for remote and hybrid work, even in traditionally hands-on professions, demands a shift in leadership practices.

While certain aspects of these professions may inherently require in-person presence, many administrative tasks, team meetings, and training sessions can be adapted to a virtual setting. A flexible work plan that accommodates the diverse needs of employees fosters equal opportunities for advancement, respect, and connection, essential elements for a successful human resource strategy (Nankervis, 2019).

Acknowledging the higher-level human need for connection, remote and hybrid work should be integrated into organizational futures with careful consideration.

Berger et al. (2021) argue that human resource plans must recognize and address employees’ need for interaction while fostering a new digital-aged culture. To achieve this, organizations need to implement policies that maintain a balance between work and personal life, mitigating the risk of blurring these lines.

In this pursuit, Ellsworth recommends several practices for creating a culture of connection:

• Open Leadership: Encourage leaders to openly share vulnerabilities, address mistakes, and be willing to learn and adapt.
• Inclusive Meetings: Foster an inclusive meeting environment where everyone is encouraged to share opinions, and agendas are sent ahead of time for preparation.
• Celebrate Diversity of Thought: Celebrate differing opinions and encourage constructive criticism, fostering a culture of respect and feedback.
• Personal Connections: Create opportunities for team members to share aspects of their lives beyond work, forming personal connections.
• Team Building: Incorporate regular remote or occasional in-person team-building sessions, including games, activities, and discussions.
• Work-Life Separation: Set and respect policies for after-hour contacts, encouraging employees to step away from their desks and maintain a clear separation between work and home.

Fostering a culture of connection, marked by respect, dignity, and equality, not only provides an environment for employees to thrive but also contributes to increased productivity, loyalty, and a positive employer brand (Ellsworth et al., 2020).

As we navigate the future of work, organizations that prioritize culture and connection will undoubtedly emerge as leaders in creating a workplace that values both professional excellence and personal well-being.

~ Michelle Budiwski

February 3, 2024

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Sources:

Berger, S., Weber, F. & Buser, A. 2021. Hybrid Work Compass: Navigating the future of how we work.

Ellsworth, D., Imose, R., Madner, S. & Van Den Broek, R. 2020. Sustaining and strengthening inclusion in our new remote environment.McKinsey & Company.

Grzegoroczyk, M., Marinello, M., Nurski, L. & Schraepen, T. 2021. Blending the physical and virtual: a hybrid model for the future of work. Bruegel Policy Contribution.

Nankervis, A., Baird, M., Coffey, J. & Shields, J. 2019. Human resource management, Cengage AU.