How to enable hybrid working in non-profit organisations
The not-for-profit sector has embraced the hybrid model, but this way of working is also a first for many of us. Kadence hosted a conversation with guests in the not-for-profit sector who have been on the hybrid journey for some time to share their learnings. In this webinar, we touched on the challenges and benefits of enabling hybrid working in this post-covid era, including:
The things to consider when creating your hybrid working policy
How to justify the spend and create a budget around hybrid working
How to continuously iterate and optimise your hybrid working model
What are the key things to consider when creating your hybrid working policy?
Find the ‘hybrid working rhythm’ that works for your people: Whether it’s a structured weekly schedule, or giving full autonomy to your staff to choose the days that work best for them (Tuesday seems to be a very popular team day!)
Give people time to adjust and expect a slow transition: You’ll likely have more than one team member who is hesitant about returning to the office. Don’t expect everybody to return all at once, expect a slow transition with a clear goal in mind (ie. 40% occupancy in 3-6 months time), plus there will be too much resistance if organisations try to rush people back.
Read more here: Return-to-office resistanceis not unique to any organisations, learn how to address it healthily so that both managers and employees would feel comfortable with the hybrid work schedules.
How can organisations approach hybrid working that caters for everybody?
Don’t forget about the introverts: Extroverts tend to be the ones that are very vocal and excited about going back to the office, but it’s important to make sure introverts are being heard and kept in the loop!
Make sure your hybrid working tools that are easy to use: When choosing the right collaboration or space booking tools, it’s important that it provides an excellent user experience otherwise your employees won’t use it, the software should be as intuitive as their favorite social media platforms, without having the need to spend hours on training or figuring out how to use the new tools.
How did your organisation address equality between people working from home vs in the office?
Invest in technology that caters for remote workers: For example, invest in new meeting room equipment such as cameras that follow people who are talking or better video conferencing tools to create better hybrid meeting experience.
Make an effort to invite remote workers: Encourage an equal footing for all at the meeting by giving everybody a turn to speak on each point to ensure everybody has an equal voice.
Gone are the days when we will all willingly make our way into the office at the same time, on the same days, with the same people, in the same spaces. The key to getting people back into the office is to move past ‘return to work’ schedules and refocus on finding the ‘rhythm’ of work in and out of the office that works for your individuals, teams and the wider organisation; intentional time in and out.
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