C-Suite Blind Spot – The Hybrid Workforce – The Danger of Parallel Structures

Blind Spot

With 50 days remaining until the beginning of the 4th quarter of 2020, most companies are determining what their new workforce structures will look like in 2021 and possibly beyond. With so much uncertainty and an accelerated timeline, the task of developing the optimal workplace structure to cope with the new normal is difficult and critical.

It appears that the hybrid model, where some employees work from home while others work at the office, is emerging as the foundational benchmark for success in establishing the remote workplace. Research is showing that there are measurable financial and employee satisfaction benefits, as well as a majority favoring the newly emerged remote workforce concept. However, proceeding without a deep dive into the company’s core DNA, what it needs to survive and grow and its functional restrictions could lead to the emergence of paralleled structure workplaces. That is, employees at the office are able to maintain an easy connection and cohesiveness that the ones that work offsite cannot.

Illumination

As executive’s cope with a reality that could not have been anticipated, what areas should they be focused on as it pertains to their most valuable assets, human capital? Is the human element the most challenging component in designing the remote workforce model?

In giving attention to the following areas of focus in the development of the hybrid workforce plan, companies can prioritize the investment in human capital and promotion of cohesive teams.

· Have clear and transparent messaging that the new workplace model is indeed a work in progress and continuously evolving

· Recognize that managers and management roles may not transfer and adjust well to remote work

· Invest in duplication of the on-site office experience – connection; cohesion - for remote staff

· Ensure off-site employees not only perceive to have, but actually have equal; access to the same career opportunities as the on-site workforce

· Explore new ways to create formal and informal virtual connections for employees. E.g. regionally located microsite or micro hub offices

· Strive to continually communicate messaging that promote an environment of safety, trust, cohesion, inspiration, and motivation

To sustain a workable hybrid workforce model, employees need to feel connected to their co-workers, equipped to perform the task at hand and valued for their contributions to the success of the organization. Access to mentoring, coaching and necessary resources should be seamless whether remote or on-site. Measure, evaluate, review workplace metrics and results constantly.

As legendary NBA coach Phil Jackson so eloquently put it, “The strength of the team is each individual member. The strength of each member is the team.”

Most of my accomplishments have been win or lose situations. For me, second place was not an option. My key to success was to assemble a diverse team of specialized individuals who were experts in their fields. Together, we were able to develop strategies that helped me to identity, address and eliminate my “blind spots”. Executives may want to approach their blind spots similarly. When winning or losing are the only two choices, choose to win.