As a leader, what steps are you taking to prepare for the future of work? Where are you in the planning and implementation process for a return to work?
As I wrote in a previous post, this is a frequent topic of conversation with my clients. Leaders are in the process of making strategic decisions about the future of work, including whether or how to develop ongoing remote and hybrid work. They are considering policies and practices that support the employees they lead, the clients they serve, and achieve optimal performance.
The best leaders:
- Remain flexible. Look beyond the pandemic to reimagine how and where work can be completed. Employee response to Covid-19 demonstrated an ability (and willingness) to quickly adapt to rapid changes in working practices. Leaders who remain flexible and work with managers and employees can improve processes, efficiencies, and productivity.
- Consider hybrid options. Continue to analyze activities that can be completed remotely without a loss of productivity. Review your health and safety policies and practices, including vaccinations. With input from different perspectives, including managers, employees, and teams, devise an intentional approach as to when and where they are in the office together.
- Communicate effectively. Leaders have an opportunity and responsibility to be proactive and intentional. This means listening, as well as consistently sharing information. Ensure you have a strong, two-way communication in place that allows everyone to raise questions, concerns, and ideas without fear of personal repercussion.
Key Decisions for the Future of Remote Work
According to a recent article published by Harvard Business Review, key decisions about the future of remote work will fall into two main categories: company policies and management practices. Below are a few questions regarding policies and practices at your organization that could be quantified (scored on a scale) for analysis:
- What is the nature of the work? For example, is it highly independent, or collaborative? If the later, how much management is required?
- What is the experience level of the individuals or teams?
- What is the employee and team preference?
- What is the cost/savings of remote versus in office time?
From a broader perspective:
- How do/will you support a strong company culture, in person and remotely?
- How will changes affect HR policies? For example, what is your policy on work from anywhere (WFA)? Will compensation or benefits be adjusted relative to geography? Will training change?
- For new or returning workers, will you require a COVID-19 vaccination?
Consider this: In a poll published by the Center for Infectious Disease Research and Privacy (CIDRAP) on March 9, 2021, 25% of Americans said they are still unwilling to receive the COVID-19 vaccination. This presents a challenge to employers who have a legal duty to create a safe work environment. According to Dorit Reiss, Professor of Law UC Hastings College of Law, “Employers face limits on the ability to mandate vaccines. If you have a valid medical reason not to get the vaccine, the employer has to accommodate you. It could mean the employee with a medical issue will have to wear extra PPE.”
One approach to encourage vaccination is to incentivize it. According to Anthony Capuano, CEO of Marriott International, vaccination is key to business. They are offering four hours of pay (and the time required) for employees to receive a vaccine.
What do you think? As a leader, what are you doing to prepare for the future of work? I’d love to hear from you. You can reach me here, on LinkedIn, or give me a call: 561-582-6060.
