“It’s hard to navigate any major transition without understanding employees’ priorities and experiences. But only about half of companies have surveyed employees on their preferences for remote and hybrid work over the past year—which means they may not fully understand how policies are impacting different groups or how changes have been received,” the study finds.
Remember that it’s difficult to elicit authentic, candid feedback so organizations should utilize various feedback mechanisms including anonymous ones. Everyone isn’t comfortable being vocal in a public setting; some are . It’s important for organizations to not just establish but maintain a continuous feedback loop before, during and after decisions are announced.While remote work offers distinct individual benefits, it can also create challenges for cultivating and maintaining team intimacy and connection.
Hybrid teams can easily create a hierarchy of sorts in terms of information access, visibility or face time with senior leaders and key influencers, so it’s important for organizations to proactively work to neutralize potential disparities and cultivate a work environment that is fair, equitable and inclusive. “It’s important that remote and hybrid employees get the same support and opportunities as on-site employees,” the study asserts.
Increasingly, organizations are embracing hybrid working to maximize flexibility and hopefully productivity and team morale as well. McKinsey and Lean In’s Women in the Workplace 2022 Report reminds us that women are increasingly demanding and expecting more. Hybrid working—considered innovative and leading edge in the past—is increasingly becoming an organizational expectation.