The Steps to Change podcast is about helping people to improve their understanding of the modern workplace and allowing them to make changes that will enable them to create a more comfortable atmosphere for others. Everyone has different needs when it comes to the modern working world, especially in a post-Covid 19 society. Hybrid working has become increasingly more common, helping people to undertake a work schedule that works for both them and their employers.
On this episode of the podcast, your host Allen Liedkie is joined by Alexia Della Valle, one of our client relationship directors. Based in Milan, Alexia knows all about the benefits of remote working, as well as what needs to be considered when companies decide to incorporate hybrid working into their practices. The pair discuss the pros and cons of working from home, along with the issues concerning inclusivity when overseeing a hybrid working model.
Working from both home and the office is widely referred to as hybrid working. A few years ago, working from home was practically unheard of amongst the majority of corporations. However, in the wake of Covid 19, remote working has exploded in popularity, mainly because this was a practice that was forced upon many people due to lockdown circumstances. Now, working from home has become the norm for a lot of employees, not the least because it makes certain aspects of their life more convenient.
Working from home has given power to employees to a degree, as having this option allows them to choose a working method that is most suitable for their personal circumstances. By contrast, there are still many employees who wish to work from the office, whether it be for productivity or mental health reasons. The most important thing that companies can do is ensure that their staff have the choice of where to work in the first place.
Taking Steps as an example, we have transformed from a strictly office-based organisation into a company that actively encourages remote working when possible. Like other companies, we at Steps are navigating the changing world of remote working and finding ways to ensure that everyone is included, whether they’re at home or in the office.
Hybrid working offers lots of benefits to employees, most of which are to do with the convenience of working within a comfortable and familiar environment. For some people, working from home has become an essential part of their lives, as they are able to look after their children or relatives in need of care, as well as save significant amounts of money and time on commuting. A lot of employees now search for jobs that offer working-from-home options, so it’s essential for employers to modernise their solutions for staff.
One of the main concerns regarding hybrid working is maintaining inclusivity in the workplace. How do you ensure that each member of staff is valued equally if they’re not working in the same environment?
At Steps, we demonstrate workplace behaviour through our See It process that enables employees to see how their actions might differentiate between those working in the office and those at home. For example, some staff members might forget to check in with remote workers, resulting in them feeling left out.
Similarly, it’s important that those who remain in the office feel valued and aren’t made to feel that they are being punished for coming to work. Managing hybrid working effectively is a balancing act that a lot of employers are still figuring out and coming to terms with.
It’s also important to address the reason why some employees want to work from home as well as why some still need to come into the office. Of course, each company will have unique circumstances that mean it’s often easier for people to see each other in person for certain tasks. If some people would prefer to work from home because of an issue that they’re dealing with in the workplace, then you must take the opportunity to figure out how these existing problems can be addressed.
Finding the correct balance when it comes to hybrid working is about figuring out what works best for your company and its employees. Each organisation will have different needs and preferences, as will its staff. With the help of Steps, you can find ways to implement optimal hybrid working solutions for your staff, helping to make your workplace more flexible and appealing for both current and potential employees.
Through the Steps program, you can see the ways in which your current hybrid working approach might not be working and find ways to change it. Ensuring that your staff have a complete understanding of what is required of them regarding hybrid working is essential. With everyone on the same page, you can move forward with a model that is fair and inclusive for everyone. Our See It, Own It, Change It, Live It model allows employers and employees alike to better manage their hybrid working approaches.
It’s vital that both those in the office and in a remote location understand the importance, comfort, and need for hybrid working. The working world has moved forward irreversibly, so it’s better to embrace the change and help to cultivate a more flexible working atmosphere for your staff today. As always, communicating with peers is essential, as it will help you to better understand their needs and why hybrid working is here to stay.
When it comes to giving feedback, it’s vital that you frame your point clearly when having the initial conversation. It’s essential that you have a clear idea in mind of what you want to talk about and a goal regarding how any potential issues will be resolved. There’s no use jumping around your problems. You must ensure that you’re clear with the subject of your feedback so that they understand where you’re coming from.
One of the most effective ways to help people understand the feedback that you’re giving is to provide them with an example. If someone is being given feedback regarding missing deadlines, having an example of a time when this happened will help to reinforce your point. Taking this step will also help people to understand exactly why it is that you’re having a conversation with them and providing this type of feedback.
As well as understanding why they’re receiving a certain type of feedback, it’s crucial for people to know why it’s important that they change their behaviour or actions. You can do this by explaining the positive effect that the individual will have by taking your feedback on board. People are more likely to take your feedback to heart and think of ways to improve themselves if they know the positive effect it will have on others or your organisation at large.
Finally, you can take steps to develop your feedback so that the individual that you’re speaking with can take more effective action in the future. It would be most beneficial to frankly discuss the feedback at hand so that they both leave with a mutual understanding of the steps that need to be taken. Remember, you will always be finding ways to improve your feedback delivery methods, so be sure to communicate with your staff members.
Hybrid working is a relatively new topic for discussion, so there are always further developments being made in the corporate world. By embracing new ways of working and understanding that everyone has different needs, you can adapt to the world of modern employment and ensure that all members of staff feel included, playing a vital role. Be sure to reach out to the team at Steps to find out more about the types of programs that we offer that tackle hybrid working and inclusivity.