If you want to create an effective hybrid work arrangement, you’ll need to check these assumptions.
For some companies, hybrid working arrangements create the best of both worlds. Employees get the flexibility to work from home some days, and teams get a chance to be in person with others. But shifting to a hybrid arrangement is new for many organizations, and managers may believe in some misconceptions that can hinder an effective rollout.
- EMPLOYEES WILL CONTRIBUTE LESS
Some managers think they can’t trust employees if they can’t see what they’re doing, says Frank Weishaupt, CEO of Owl Labs, manufacturers of AI-powered video conferencing technology. “I’m hiring people to do a job,” he says. “I’m not hiring someone to watch them work. It takes a mentality shift.”
Research from Gartner found that performance improves when employees are given flexibility over where, when, and how much they work.
“Among knowledge workers, high levels of enterprise contribution are most common among those who are fully remote,” says Alexia Cambon, research director in the Gartner HR practice.
Read the complete FastCompany article BY STEPHANIE VOZZA: https://www.fastcompany.com/90665879/4-myths-about-hybrid-work-that-managers-need-to-stop-believing
