Culture and connection: How we build successful organisations in a world of ‘hybrid working.’

For many people, the prospect of getting to work from home on a daily basis was once the stuff of dreams. No long commutes, no early alarms, no rush hour traffic. More control over their daily schedule and a little more flexibility for ‘down time’ during the day.

Fast forward 18 months and the reality of Zoom fatigue has well and truly impacted so many, with the will to return to office culture more prevalent than ever in many cases.

The challenge for many organisations now is to how to make a new working model work. The days of rigidity seem dead. The expectation that people will work in an office environment 5 days a week with no flexibility seems an alien one and one that has now been proven not to be the most beneficial solution. Yet a solely WFH model prevents the growth of company culture, of collaborative working.

Managed workspaces like Dean Swift provide opportunities for companies to offer hybrid solutions in a way which is manageable, affordable and easily scalable. Having a hub for connection allows a company a solid base for employee interaction, with the option for rotating of staff office days. The absence of long inflexible leases and with a single bill covering all utilities including high speed internet connection, managed workspace solutions can provide the key to making hybrid approaches work.

For some people, adopting hybrid working may mean temporarily downsizing office space with a view to increasing over time. At Dean Swift, we’ve seen many businesses take small office space to begin their journey with us and gradually upscaling on square footage, either through internal movement to a bigger office or renting (an) additional office space(s) as the business grows. The same approach can apply to those wishing to businesses adopting a phased approach to the return to office working, or those for whom large offices are simply no longer a necessity.

Productivity and innovation

Many companies have reported an increase in output with a home working model – with so many employees keen to prove they can be trusted with independent working and to demonstrate their willingness to make the working from home scenario work. However, even for those who relish their new working conditions, many will cite the lack of human interaction and the absence of ‘proper’ company culture as the greatest losses of their new working life.

This lack of the humanity factor can in turn lead to a strain on creativity, a hampering of innovation. Let’s be honest, many of the world’s greatest inventions have been developed when curious minds gather around a table. On a deeper level, it can be a chance conversation at a water cooler that can often spark an important idea.

Since time immemorial, the transfer of knowledge has been executed face-to-face. Despite the prevalence of virtual meetings, there is still very much a place for in-person interaction, especially when important knowledge transfer is at stake. Whether that take the form of onboarding new staff, training activity or important board meetings, many companies will admit there is no substitute for being in a room together. Indeed, direct interaction of this nature can encourage employees to bring the best of themselves to the table; a far cry from the muting of microphones and hiding behind poor internet connection.

Wellbeing

As well as the benefits to companies themselves, the wellbeing of staff is a huge factor in determining approaches to working environments. Considerate employers will already care about how their people feel whilst at work, but it is the duty of every employer to address the mental health and wellbeing of employees.

Many studies have already shown the deep psychological impact of remote working on staff, with loneliness and isolation contributing to anxiety, depression and new-found discomfort in social situations prevalent. Human experience is at the core of our wellbeing and so many people have been deprived of the interactions which allow them to thrive as individuals.

A delicate balancing act must be struck between addressing the physical health & safety of staff with their mental wellbeing, and with varying opinions towards the severity of the ongoing pandemic, this can be a complicated balance to achieve.

Leadership in cultivating culture

The good news is that this balance can be achieved – it just may take some additional work and a true sense of leadership. Empathy for staff across all mindsets is important and addressing the individual needs and circumstances is key.

The strongest leaders will find a way to bring humanity back into organisations whilst harnessing the benefits of a flexibility towards working from home. Some ways in which this balance can be struck will include:

• Encourage staff back to the office with weekly office meetings – this can be done on a rota basis and can be in smaller meeting numbers than the norm – baby steps towards full company meetings.
• Utilise larger meeting spaces – book meeting rooms, have them well ventilated – doors open. Mask wearing optional for those who feel it appropriate.
• Utilise breakout areas – If staff don’t feel comfortable sitting in full meetings just yet, be creative with your approach to meetings. The Dean Swift Building, for example, has open spaces with chairs and sofas along its corridors for informal chats and/or social distanced meetings.
• Be creative with outdoor spaces for meetings. This can both encourage staff back towards their place of work whilst giving office workers a break from their desks. At Dean Swift, our vast car park area could be sectioned off to facilitate such outdoor catchups.
• Keep it informal – utilise kitchen areas for socially distanced catch ups over coffee. A quick chat over a cuppa can mean more now than ever.

In short, the hybrid working model is set to remain at least in the medium term, but with strong leadership and a deliberate approach, company culture can thrive even in this new normal. Employees will respect companies willing to adapt to their needs and are more likely to remain committed as a result.

If you would like to know more about how Dean Swift can help you achieve a hybrid working model for your company, why not get in touch today:

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