「混和工作模式」在COVID-19疫情期間成為企業營運的新途徑。大多數企業為了繼續跟上世界的步伐並吸引優秀人才，開始適應這種新常態並學習將其發揮的淋漓盡致。

在混和工作模式中，我們得以選擇對於自己來說最彈性的安排。好比員工今天可以選擇在辦公室工作，隔天在家裡、咖啡廳或是山中小鎮。只要老闆認同，一切就可以由員工們自行決定。允許彈性模式，是為了授權員工自行決定什麼是最安全又有效率的環境。雖然這聽起來既迷人又振奮人心，但培訓和管理卻充滿著挑戰。

這個模式實行於每個公司的效果皆不相同，但領導者可以通過以下的方式維持和善用混和工作模式，同時不影響員工的接受度和生產力。

拒絕微觀管理

在現在的社會中，微觀管理並不被認可和欣賞，尤其微觀管理並不會對混和工作模式產生直接影響。由於此模式的主要目的是讓員工擁有更大的靈活度，因此如果實行微觀管理反而會導致公司內部產生衝突和高流動率。

確保頻繁溝通並建立信任

在混和工作模式中，缺乏溝通可能會導致偏見和誤解的產生。由於提供了靈活的制度，主管和員工之間有時會無法理解對方的觀點，而影響企業的績效並發生衝突。

在混和工作模式下，員工可以按照自己工作的節奏安排最適合他們的行程。因此，主管們要關注的重點應該在於如何確保高效率且有成效的工作流程，而非員工投入的時間。不斷地撈叨反而會導致像是工作和生活的不平衡、惡化員工的心理健康和幸福感等等問題。其實重要的是，要相信您的員工無論身在何處都能把工作做好。

確立清楚的角色定位

在混和環境中工作，由於缺乏面對面溝通，員工通常無法確定自己在公司中的角色定位。因此，對於管理者來說，確立每個員工的職責就顯得格外重要。這個舉動有助於減少多餘的工作量來優化公司內部的人事資源，例如可以讓員工們以不同的方式來執行相同的工作內容。

善用科技

混和工作模式是以現代的科技為基礎運行。管理者們可以使用市場上可用的科技工具來達到更好的溝通並提高員工的生產力。這些工具有助於人員管理並確保他們能在企業文化中勝任被分配的工作。

教育訓練

教育訓練是能確保混和工作環境具有生產力的重要因素。當新進員工以混和模式加入公司，或是原先的員工從傳統的模式改變至此新模式，培訓員工和主管適應新的高效工作方式是很重要的。員工經過適當的培訓後，就能夠理解職責，並努力使工作順利進行。在培訓期間應該強調團隊合作的重要性，因為積極的團隊可以幫助遠端員工有良好的表現。而作為管理者，我們有責任在培訓模式的幫助下向團隊成員分享合作的價值。

尊重不同的工作方式

每個員工都有自己的工作方式和舒適圈。因此，在制定各項規範、法規和政策前，重要的是考慮到不同的意見回饋。在混和模式中，同理心和尊重比微觀管理更有效，成功的關鍵在於每個人都能尊重彼此的工作方式。建議您定期與團隊成員溝通，並協助如何幫助他們在組織中感到自在。

創造不斷學習的文化

唯有清晰透明的公司文化，才能支持企業的目標並滿足員工的期望，同時也讓混和工作模式得以成功。一位能支持員工、善解人意且會清楚溝通的領導者可以維持新的工作模式並留住員工。

值得我們注意的是，新的工作模式需要轉換領導者的思維方式。隨著公司從傳統的工作環境改為混和模式，工作時間、規則和習慣會隨之發生變化，因此在這之前，您需要重新思考工作流程並制定新的策略。

這場疫情的流行改變了以往的工作樣貌，甚至可能永遠無法回到從前。而您準備好接受新常態了嗎？如果您需要任何人事相關諮詢，PERSOLKELLY隨時為您提供協助。

HOW CAN LEADERS SUSTAIN AND LEVERAGE A HYBRID WORK MODEL?

The hybrid work model is a new addition to how organisations work since pandemic. To keep up with the world and attract the best talent, most organisations are adapting to this new ‘normal’ and learning to make the most of this new style of work.

In a hybrid work model, choice matters the most. Employees can be working from the office today, and then working from home, a cafe,or a hill station the next day - the ball is in the employee’s court so as long their employers are agreeable to the prior management. The goal of allowing such flexibility is to empower employees to decide what best suits them to keep them safe and productive at work. As fascinating and empowering as it sounds, this new working model is slightly challenging to nurture and manage.

While the model works differently for each company, here are some of the ways leaders can sustain and leverage a hybrid work model without compromising on employee satisfaction and organisational productivity.

Say No to Micro-Management 

Micromanagement, in today’s time, is a trait least expected and appreciated. Especially in the hybrid model, it holds no relevance at all. Since the major objective of the hybrid model is to allow employees to have more flexibility, micromanaging can lead to conflicts and high turnover rates in the company. 

Ensure Frequent Communication And Build Trust

Hybrid work models can leave room for biases and misunderstandings due to the lack of communication. Due to the high flexibility offered, managers and employees may sometimes fail to understand each other's points of view. This affects the organisation’s performance and creates conflicts.

Under the hybrid model, employees can work at their own pace and at a time best suited to their schedule. Therefore, managers’ focus should be on ensuring efficient and productive workflow instead of focusing on the number of hours put in by the employees. Constant nagging can lead to issues like a lack of work-life balance, deteriorating employee mental health and wellbeing. So, it is important to trust your people to work well, wherever they are.

Define Roles Clearly

While working in a hybrid setting, employees are often unclear about their roles and responsibilities in the company due to the lack of in-person communication. Therefore, it is even more important for managers to define each employee's job role and responsibilities clearly. This will help in optimissing the company's human resource by reducing redundant work such as having many employees doing the same task in different ways.

Make Use of Technology

Hybrid work models are driven by modern technology. Managers can create better communication and increase employees' productivity by using the available technological tools in the market. The tools are useful to help managers in managing their employees and ensuring that they are doing well in adapting to the work culture as well as their roles in the company.

Training

Training is an integral part of ensuring a productive hybrid work environment. When new employees join the company under hybrid mode, or existing employees migrate from the traditional working method to this new method, it is important to train them and the managers to adapt to the new ways of working efficiently. After the employees have gone through the proper training, they will be able to understand their responsibilities and put in their effort to keep the work going smoothly. The importance of teamwork should be highlighted during the training because it will help remote employees to perform well when there is positive team dynamic. As managers, it is your responsibility to instill the values of teamwork among team members with the help of the right training modules.

Respect working styles

Each employee has their own working style and comfort zone. Therefore, before setting any rules, regulations, and policies, it is important to consider varying opinions. In a hybrid world, compassion and respect work better than micromanagement. When everyone respects each other's work style, your hybrid work mode will be successful. It is best to check in with your team members regularly and ask them how they will feel more comfortable in the organisation.

Create a Nurturing Culture

Hybrid work can only be successful when there is a clear and transparent company culture that supports your business goals and meets employee expectations. Leaders who are supportive, empathetic, and able to communicate clearly can sustain the new working model and keep the people within the company.

It is important to note that a new working model requires a major shift in the mindset of leaders. Working hours, rules and work habits will change as the company migrates from a traditional work environment to a hybrid model. Processes need to be rethought and new strategies need to be built before diving into a new way of working.

This pandemic has changed the face of work. Work may never be the same as it once was. Are you ready to adopt the new normal? We are here to help you if you need any HR advisory.