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Embedding and evolving a sustainable hybrid working model
In our previous article ‘Transformed workplace: unlocking employee potential’ we looked at some of the opportunities resulting from changes in working practices brought about by the pandemic. Here, we revisit and update some of the key elements.
Being open to experimentation is important to cultural success. It pays to be open and transparent and, most importantly, keep communicating.
The past 24 months has given leaders the opportunity to review, reassess and experiment with new working models. We’ve worked with many organisations who have trialed and implemented models that provide employees with more flexible working arrangements; however, these should be considered iterative and flexible in themselves. The task now for many organisations is how to evolve and refine working models over time.
Change, carried out properly, will take time. Central to making it stick is articulating the change: this doesn’t have to be just the destination or the end product (such as the perfect office design and flawless culture), but communication of the continued direction of travel and why these steps are being taken.
The recent heatwave in the UK proved that organisations now have the foundations in place to enable remote working in response to certain events and be able to move and adapt their working model at speed.
Making the change stick
To embed sustainable change, there is a variety of interventions available, and questions organisations should ask themselves.
What enablers will help implement and embed the working model?
- Role-modelling the culture and behaviours you want to see
- Regular and honest opportunities for employees to feedback, followed by visible demonstration of how the feedback has been acted upon
- Implementing the next wave of collaboration and engagement tools
- Redefining and evolve the purpose of the office and face-to-face interaction
How can organisations invest time and effort in end-to-end change management, covering all elements of the new working model and cultural realignment?
- Establish ‘culture champions’ at every level of the organisation.
- Regular internal communications: micro-interactions will help embed change flexibility and agility – don’t be afraid to fail.
- Reinforce messaging, and continue the conversation through ‘Town halls’ and all-staff meetings
- Celebrate the small stuff. Change is a long process and reflecting on the little wins will help maintain momentum.
Don’t miss ‘Transformed
workplace: unlocking
employee potential’
This article is based on part of the Moorhouse insight piece ‘Transformed workplace: unlocking employee potential’. In it you’ll find more on our three-step Working Model Framework.
If you want to discuss how you choose the working model that’s right for your organisation, reassess your culture and make the change stick.
