As happened with the home office in the pandemic, which after a first moment in which the employees believed that it only had “pros”, it began to show its “cons”, the model of the “hybrid” job that today became a trend he is beginning to reveal his dark side.
the consultant Adeccospecializing in temporary employment, detected 7 modality “failures” that allows people to work remotely from home for a few days and others to return to the office in person. He also thought of ways to fix those problems.
Part of the conflicts that arise with remote employment have to do with who decides where the employees work how it applies throughout the company.
Here are some problems that Adecco revealed and how they could be avoided:
1. “No one is in the office”
When people choose which days to work from home, there is a risk that you will never cross paths with your teammates. So, there is a risk that those who go to the office will have as many video calls as before and the objective of face-to-face attendance will be lost. In this case, Adecco suggests that each team decides its days of work in the office so everyone is there at the same time.
2. “Long weekend”
There are those who may think that most people would choose to work in the office from Tuesday to Thursday to have a “long weekend” and take it easy on Mondays and Fridays at home. This represents a problem for many reasons, but specifically if the company wants to implement hybrid working to reduce the size of their offices. If that happens, one way out is assign days when people have to attend to the office for distribution throughout the week.
3. “There are no free meeting rooms”
Since people spend fewer days in the office, and since one of the reasons they go is to meet with colleagueshay more room demand meetings at specific times. The time spent finding a space to use as a room and seeing if it is free can result in wasted time. So, offices should be redesigned so that there is more space for collaborative work, especially considering that there will be less demand for desk space for individual work.
4. Lost “office rules”
there are some unsociable habits that people may have acquired while working from home and, unfortunately for others, they might keep them when they return to the office. Even the simplest examples can be annoying, especially for people who have gotten used to a calm and controlled home environment and have to re-adjust to noisy offices already tolerate the habits of colleagues.
In this case, Adecco proposes to give more flexibility staff to gradually get used to sharing office space. On the other hand, it is important to use communication channels to Remind employees of the rules of coexistence.
5. “I have no friends”
There is a good chance that employees stay in a job or have a harder time quitting for a friendship. This makes it Crucial to facilitate peer relationships of work, since contributes to retention. At the same time, this gets harder when people work remotely a few days a week. This is solved by organizing enough social events so that everyone who wants to attend can do so and so on. promote the feeling of belonging.
6. “Forced to work from home”
Some people might not like working from home, either because of their home setup or because they just don’t want to. For those who cannot or do not want to work from home on the days assigned to the home office, a good option is to provide access to spaces coworking.
7. “Office Groups”
A situation may arise in which those who regularly go to the office form stronger connectionsand that results in higher promotion opportunities. This presents a particular problem, as those who choose to work from home are more likely to be from groups that are already underrepresented at the highest levels of management.
To avoid this problem, you should set mandatory office days. In addition, it is necessary closely monitor promotions and verify if there is a correlation between those who are awarded and those who go to the office, so that the opportunities are open to all.