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  • Writer's pictureWendi Pannell

Not just another conversation on hybrid, considerations for your organizations' playbook

Easy listening for a fresh conversation on why some in-person interactions are necessary for humans, the micro and macro impacts on different working scenarios and some good tips for managers to create better engagement with their people. And it's all backed by data.

I ♥️ data-driven decisions.

In the October 4th edition of @HBS - Managing the Future of Work podcast, Jim Harnter of Gallup shares the data on how the new normal is going in regards to the topic of WHERE we work. Jim is also one of the authors of Culture Shock.

So we did the research and we found that the social aspect of work matters even more now than it did in the past. Maybe because it's, you know, it happens more rarely and we're not as intentional about it but, I think it has a lot to do with just our needs from a human nature standpoint. We know social well-being is one of the most foundational parts of well-being and it, it doesn't leave us just because we're remote. And when we feel connected to our coworkers, we're more likely to help them out, more likely to come up with innovative conversations.

I'm not for or against people working from an office. I think it depends. I think when required, it should be with good intentions and solid objectives that create an experience that makes people want to come back. I think people should be able to have flexibility, especially if they are achieving the goals of the organization.

Here are some quick notes on the prominent workforce trends that Gallop has seen and potential actions to take. Actions to take are suggestions from my own experience.

  • There was a slight increase in employee engagement since the beginning of the pandemic + an increase in stress & depression 🤪

  • Increased disconnect between employees and employers, especially fully remote employees

  • People have settled into their preferences of where they want to work

  • 2 to 3 days in the office is optimal, depending on the collaboration that they need

  • They discovered a fascinating insight: the key isn't just the frequency of our in-person interactions but rather the coordination and predictability of WHEN we share office space. Surprisingly, only 13% of individuals engage in discussions with their colleagues about their office presence, and this is viewed negatively.

I also learned some new terms in this podcast such as 'splitters' and 'blenders'. Which camp you fall into can be answered by this question 'In your perfect life, would your work and life be separated or blended'. Think of the ability to run errands or go to a child's event during the day -> blenders. Why should you care what someone's preference is? It's a simple thing to ask someone. Burnout is happening when we don't know what someone's preference is. ACTION to take: Ask the question. There has to be a sense of safety for someone to answer this question honestly.

The author and the host also talked a bit about how managers should take the lead in having the right conversations with their people.

ACTION to take: Make sure your managers are having the conversations and talking about the right things. There are some good nuggets to share with your managers @ ~ minute 14. They shares good topics and cadence for 1:1s.

There are so many good nuggets on how remote employees feel based on their level of engagement and how that ties to customer satisfaction. This alone is worth the listen if you are seeing a drop in your customer satisfaction.

A lot of points lead back to ....HAVING A CLEAR VISION...and COMMUNICATING frequently!

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