Remote and hybrid work feels like nirvana, but since it is being enabled and often driven by technology it may easily lead to even less humanity in work. To design the hybrid workplace model focus on: place and time; tasks and productivity; culture and workflows; individual employee preferences; inclusion, fairness, and belonging.
Stay conversations, and career coaching should be part of the leader’s repertoire. The main goal is to help the employee be successful. Realizing what they need to do to enjoy their job and that they work for someone who cares are the best reasons to stay.
Go for the hybrid workplace model, but if the nature of the work allows it, leave the choice of when to show up in the office on the employees. Flexibility is the future.
Running a hybrid organization is more demanding and requires a more thoughtful approach than when everyone is in the office. Things need to be better planned and better communicated. This additional effort is not wasted as it leads to better results. Give enough attention to everyone regardless of location so they feel they truly belong.
When you play with the numbers, you may discover that a replacement of a skilled employee can cost you between 1.5 to 2 times their annual salary, or even more.
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