Following the pandemic, the hybrid work model is undoubtedly the future as workers and employers across the world spent over a year experimenting and discovering many benefits to the new work model.
But there will certainly be some challenges to come when transitioning to the permanent change and one of the biggest issues to arise could be employees feeling a lack of equity among their team.
Forbes detailed in an article how employees often feeling like “haves or have-nots” when it comes to remote work due to some roles being drastically different than others. The article detailed eight ways that leaders can help prevent this from happening.
Focus on principles
Have a set of principles that are guided by values that frame your decisions. Not all positions are the same which means not all work will be able to be done on a one-size fits all basis. But having principles about the nature of the work and how it effects customers will provide more boundaries on decision making.
Foster a culture of trust
A culture of trust essential when building relationships and fairness and can be built through openness and assuming goodwill. Staying connected and showing integrity are also key to creating a trusting culture.
Understand the work
There will likely be a right time and place for both remote work and in-person work, so find the right balance. Less complex and routine work can be done at home, but more collaborative and problem-solving type work will be best done in person.
Be willing to experiment
We will continue to learn more and more about what type of work can be done at home and this will lead to companies finding more ways to be flexible about it. Let employees experiment too as they will feel valued by the company and in return will value their role more.
Be open about the principles you are using in relation to remote work and make sure to effectively communicate the needs of the business and the customer as well. On top of this, make sure employees are aware of the contributions needed on their part.
Build team relationships
Connecting colleagues on a personal level will lead to them being more empathetic and willing to help each other. Help them build bonds by giving them problem-solving tasks to work on together. Sharing a goal is the best way to form strong teams.
Ensure leaders are present and accessible
Leadership proximity is the key to forming productive work cultures. It keeps employees connected to the organizations and its purpose. Conversely, when employees feel like they must compete for face time with leadership, it can create a more divisive work environment.
Hold people accountable
Making sure people are held accountable for their performance results, as an organizations culture can often be determined by the worst behavior that it will tolerate. Taking action to address a lack of results will contribute to a culture of fairness and will also be more motivating.
Employees will commit and want to stay with organizations that are able to create a sense of fairness and equity. Building this type of environment can certainly be a challenge but it can overwhelmingly lead to an environment of happiness and fulfillment.