The disruption of coronavirus has shattered the paradigm of traditional 9-to-5 work at the office, but the question isn’t just remote vs. on-site. A hybrid workforce model offers the kind of radical flexibility required to build organizational resilience, but does your organization have the leadership mindset and skills to capture the opportunity?
Download Toolkit: Get Ahead of the 2023 Future of Work Trends
Many business leaders still question the merits of this nontraditional workforce model, but often because of common myths and old ideas about what a hybrid workforce model is, and where, when and how employees perform at their best.
“The expectation of radical flexibility is likely to make a hybrid workforce model more prevalent in the post-COVID-19 world”
“More employees go above and beyond at work when organizations give them a choice over where, when and how much they work,” says Sasha Tuzel, Director, Advisory, Gartner. “But those benefits can only be captured when leadership is willing and able to reimagine how we work and communicate, without sacrificing the company culture and collaboration.” Hybrid-ready leaders don’t view a hybrid workforce model as a risk — or insist on preserving tried-and-true ways of working
Mindset and skill set of leaders
Truly hybrid workforce models enable employees to flow through various work sites — from remote solo locations and microsites of small populations to traditional facilities like offices and factories. Work gets done where and when is optimal to drive the highest levels of productivity and engagement. This new paradigm takes a certain kind of leadership.
Download Now: Action Plan to Evolve Culture and Leadership for a Hybrid World
Hybrid-ready leaders don’t view a hybrid workforce model as a risk — or insist on preserving tried-and-true ways of working. Leaders who perform well in, and drive success from, nontraditional workforce models instead view the move to a hybrid workforce model as an opportunity, and they demonstrate courage, agility, ownership and long-term thinking.
“78% of HR leaders identified leaders’ mindsets as a greater challenge than their skill sets in driving the success of a hybrid workforce model”
The skill sets required in a hybrid-ready leader include the ability to build trust, empower employees, enable collaboration and establish productive team climates. But in a recent Gartner webinar poll, 78% of HR leaders identified leaders’ mindsets as a greater challenge than their skill sets in driving the success of a hybrid workforce model.