Until fairly recently, remote working was always a bit of a novelty. Perhaps you were on a small team of remote workers or the rare individual that worked remotely and had to educate colleagues and peers on how to best communicate and collaborate with you. Or, perhaps you worked for one of the handful of large organizations with widespread remote working policies, many of which reverted to in-office policies in highly-publicized turnarounds before COVID suddenly made remote working the norm.
Hybrid Becomes Normal
Too many companies have struggled with job function email list the rather myopic debate of what constitutes a “hybrid model,” producing presentations, policies, and procedures for what most workers have intuitively developed. We gave our workers the freedom to figure out how to remain productive in the face of uncertainty, and trying to wrap restrictions around what has largely been successful is an exercise in futility.
Always be Learning
In most organizations, there have turning over these duties to an outsourced been dozens of innovations in how, where, and when work is delivered, most of them developed by individuals or small groups. Seek to capture what has worked and use it to share “winning practices” rather than attempting to create a monolithic policy based on what has worked for some teams but might be ineffective for others.
This might be as simple as creating “photo albums” of interesting home office or desk configurations, or as complex as scaling up a workflow a team built using spreadsheets and emails into an automated tool.
Integrate Your Partners
An often-underestimated source of mobile lead remote and hybrid working model knowledge is your ecosystem of vendors and partners. Companies like BairesDev have been working across large geographies for years, and are generally happy to share anecdotes about how they’ve further refined their approaches to work throughout the pandemic.