In the world of work, reality has overtaken fiction: all companies that can do so will keep their workspaces running in hybrid mode. The fault lies with the… pandemic!
Whether management or employees are pushing this solution is irrelevant, the main thing is that it meets the wishes of both. If the efficiency is good or even better, the boss will be happy and if the organisation of the “work-life balance” is guaranteed, the whole staff will applaud.
Everything seems to be going well in companies, but one should not be too quick to go off track, as things can go wrong: the latest is the desire of management and HR to set very (too) strict rules for remote working.
The most frequently heard comment on hybrid working these days is that it is not possible to work remotely on Mondays and/or Fridays: is this a coercive measure or an operational requirement?
Although we generally defend the managerial approach, it must be admitted that in this case, and in most cases, there is no rational basis for prohibiting staff from working remotely on Mondays and Fridays.
On the contrary, we suspect that some bosses fear a drop in productivity on these two days if they cannot “control” their teams or, worse, do not want to “offer” an extended weekend to their staff. But who is talking about “offering” and “extended weekend”?
Of course, some employees who can afford it will take advantage of going to their second home on Thursday night or not coming home until Monday night. Others will enjoy visiting family in a more remote area or simply enjoy organising a little outing. In the new world of hybrid working, is this not an option or is it a ‘crime of lèse-majesté’ against the boss? It’s only a short step to thinking that management is jealous because they can’t necessarily do the same…
It is surprising to note that some bosses still confuse “presence” with “productivity”. Isn’t it said that a happy employee is much more efficient? The few examples we know of show that employees who have a certain amount of freedom will, on the contrary, use it to commit themselves even more because they know they are winning.
Drawing up restrictive regulations to counter the few uncooperative people is to miss the mark and above all to destroy the relationship of trust with the silent, hard-working majority. The “black sheep” are often known within companies: whether they work face-to-face or remotely makes no difference, the best thing is to get rid of them!
Finally, management would be well advised to introduce at least one day of presence for everyone in the company to be able to organise the sessions, facilitate exchanges and enable staff to support the team spirit. However, these days must be planned and organised, and the activities must be based on communication and not on writing e-mails…
If communication is at the heart of professional relations, remote Mondays and Fridays should have a bright future.
Have a good week, good thoughts, and good reading.