Companies that want to run the system must be supported by organizations/companies that are able to help employees work effectively whenever and wherever.
Dell outlines three important factors that companies need to prioritize to be successful in building the foundation of a hybrid work pattern , namely Leadership, Structure and Work Culture. These three factors are believed by experts to help organizations/companies in Asia Pacific to lead and lead their employees towards a hybrid way of working in the future.
Along with findings from the Dell Technologies Remote Work Readiness (RWR) Index published in early 2021, it examines the role of organizations/companies in designing the future of hybrid working and summarizes the insights and recommendations of four experts, namely:
- Dr Julian Waters-Lynch, lecturer at RMIT University from Australia,
- Rochelle Kopp, management consultant based in Japan
- Dr Rashimah Rajah, lecturer at the National University of Singapore (NUS) and
- Mallory Loone, co-founder of Work Inspires, an employee training and capacity building company in Malaysia
Yang stated that in Leading the Hybrid Workforce of the Future, they outlined three important factors that companies should prioritize as they build the foundation for a successful and sustainable hybrid way of working : namely Leadership, Structure and Work Culture.
Leadership
All experts emphasize that organizational/company leaders play an important role in building the future of the hybrid way of working .
They must clearly and transparently make fundamental and innovative changes to bring their organization/company forward.
but they must also be able to empathize and understand the challenges their employees face, communicate face-to-face, and draw boundaries between professional and personal life.
Organizational/company leaders should also try to build the trust of their employees and adopt a results-based mindset to avoid getting caught up in situations of excessive supervision.
Work Structure
In this case, organizations cannot see a hybrid way of working from an operational and technical perspective, let alone applying a one-solution-for-all-organization/enterprise model.
Instead, companies should really try to understand employees’ preferences and needs to help them succeed in a remote work environment.
To jointly design an inclusive hybrid workplace , experts recommend a more open communication pattern between employees and the company.
They emphasize that there needs to be a balance between flexible and regular working modes, for example there is a special time for internal meetings, etc. to maintain work culture and maintain social interaction.
Work Culture
Experts also suggest more special efforts to build a work culture, training and self-development to continue to encourage creativity, innovation and collaboration.
They also warned about the risk of a split culture between employees who work from home and those who work in the office, which could create problems with office dynamics and differences in perceptions between the two groups.
They advise companies to change budget allocations that were previously used for daily office expenses into special and routine social interaction activities between employees, such as group lunches or interactive training sessions.
This strategy can help create more opportunities for an organic exchange of ideas, as well as opportunities to build trust and strengthen working relationships among team members.
As of September 2021, Dell Technologies has interviewed four experts based in Singapore, Malaysia, Australia and Japan for insights and actionable recommendations. These experts are selected based on their expertise and research in the areas of hybrid working, human resources, and organizational and employee development.