When people talk about hybrid working, you usually hear the positives – better work/life balance, greater freedom. And if they do talk about the challenges, you’d be forgiven for thinking the main concerns are logistics: IT systems, satellite offices. Challenges around productivity are disputed as signs of an old-fashioned, controlling mindset.
But what about the people factor?
Recent research from LHH flagged up some major concerns for people managers. There were conflicting opinions on who decides which people can be hybrid workers. Collaborating in a hybrid environment was a struggle for 35% of the surveyed employees.
And the biggest problem the survey identified – a lack of specific training for managers.
Why do we expect that managers who haven’t experienced hybrid working before will automatically have the right skills and knowledge?
Ensuring fairness, providing support, onboarding, building a team and maintaining performance in a hybrid working environment needs fresh skills and new thinking.
“A new way of working needs a new way of leading.”
In an ever more precarious financial environment, you need your managers to have the right tools. The foundations of future problems are being laid now and to tackle them managers need specific training, coaching, learning and development.
