Top 4 Challenges to Consider


As much as you can gain from a hybrid project there is also something to lose.

It all comes down to the choices and requirements that are made. Are you willing to give up one thing to achieve another?

The world of hybrid work is complex and comes with challenges that organizations must understand, accept, and address, in order to succeed. To facilitate the transition from a traditional to a hybrid workplace, tools such as land management software are available. But before they can jump in and implement solutions, organizations need to understand the problems, and what they are solving.

This article has some great examples of what to consider when going to a hybrid work example, to help you make informed decisions as you navigate the new hybrid world.

Understand the complexity of hybrid applications before implementing a solution

Think about what you want to achieve: What you want your office to be, feel, and look like, and how you want the office to work.

Some challenges arise when making decisions about hybrid business operations.

These problems include:

  • Real estate: Should we change the office space to accommodate the number of employees who are now working from home to reduce space costs, utility costs, and emissions?
  • Employee Benefits: Should we redesign our offices with employee welfare in mind or business interests in mind? What is more important – the cost of real estate, or how employees feel when they are in the office?
  • Agreement: How do we promote collaboration and social connection when people work from home? How do we make our culture and mind work better?
  • Flexibility: Although adjustable desks seem like a good idea, people may not enjoy changing their desks every day. What are their new needs?
  • Process: Will new office designs, new technologies, or new processes ensure a shift in hybrid work?

Where is the meaning of gold, if it exists?

The hybrid nature of work requires thinking, change, new methods, and structural changes that affect the way people work.

So, before you jump to the solution, first understand the problem, and what you are solving.

4 methods that help solve the problems of mixed jobs

Every company is different, with different challenges, different people, and different needs. Two companies in the same sector, competing for the same type of customers, can work and operate in different ways – meaning that the hybrid problem must be dealt with differently. It is not a “one size fits all” approach.

Co-working is almost over, so doing nothing is no longer an option.

Once you know what your problem is, you need to create a plan, explain what you need to do, and understand the consequences of your decision – in the workplace, employees, culture, and cooperation.

To help you get started, or to assess whether your previous experience was right for your organization, we’ve outlined some of the most important issues below.

1. Embracing versus rejecting hybrid work

Let’s start with the simple one. Can you imagine a hybrid career?

Working from home offers flexibility and flexibility to employees, but at the same time, many also want the community to have an office. Thus, the need for a middle ground is now evident.

A survey of 9,000 employees is Accenture PLC company opinion found that 83% of respondents consider the hybrid workplace to be good, which means that companies need to find new ways to work and do it faster.

Your flexibility and hybrid work impact your ability to attract and retain talent.

2. Reducing the work environment against the culture of office workers

Should we have a physical office where people work from home? Or should we just save the money and go the distance?

If organizations go too far, how do employees feel they are a part of the business culture, their team, and their place in the workplace? What is the effect of being homeless and meeting your friends? That’s a fun challenge to get into.

Culture aside (for now), when it comes to productivity and growth, many organizations have created a hybrid project workand it is a good result.

Some examples are:

  • American Target reduced its office space. Theirs an expensive decision at the prices of office real estate is not a way to save rent, but because most of their employees now prefer to work from home. They closed their office in Minneapolis that represents 1 million square feet, with 3,500 employees. These employees will now go to other nearby offices if they want.
    At Target, he saw the hybrid project as an opportunity to reduce its office space and real estate, without compromising growth goals.
  • Salesforce established “win everywhere”. Theirs researchshow that workers are 16% more likely to admit that they are more productive at home than in the office. Their office is still a co-working space, so they renovated the office to have 64% more space.
  • Facebook and Yelp reduced the workplace. He is emptying their office and driving above unoccupied rooms by focusing on buildings for the entire business and providing a place to work together without pressure. Fixed desks and workstations have been reduced to a minimum, meaning that the space is now 70-80% of all employees, and hotdesking and hotel desks have been introduced as ways to meet this new standard.

Many organizations moving to a hybrid mix are trying to find a middle road between giving employees the flexibility they want, and reducing office space, while still being able to meet their goals. These examples prove that efficiency or financial management is not limited when people work from home.

But what about culture?

Culture doesn’t just write down values, but the feeling and vibe of the office – how people behave and interact with each other, not what you read in the employee handbook.

So, when people are working from home, what do you do to stay involved?

Paying “without providing” a permanent place, we see organizations where the reduced money in the office does not just go to the bank account but instead is used to create a contract by giving employees additional benefits and nicemonthly or quarterly gatherings to promote a sense of belonging.

3. Authority versus autonomy

Workers must be in controlled silos, communities, small teams, or can they be where they want to be? Do we follow a design process or do we allow our employees to organize themselves to meet their needs, even if it creates chaos in the workplace?

On the other hand, there are companies that have offices nearby. This means that employees need to be in close proximity to each other based on ongoing projects, company activities, or events to maximize productivity. cooperation and productivity across teams.

With this less strict control, there is order but not freedom of choice. Some employees may not want to be banned. Therefore, it may be difficult to convince employees to adopt the new system.

On the other hand, with self-control, you have to think about whether you trust employees to work, and control yourself.

In that case, you should create common desks, meeting rooms, and places where everyone can sit as comfortably as they want to make sure everyone has access to the same things. Because of this, you can lose the flexibility and creativity that can come with neighboring offices.

4. Bells and whistles versus simplicity

Do you invest in a smart office and in all the cool equipment, bells and whistles, that come with it or do you make it clear and easy for the user?

In recent years, companies have been investing heavily in the latest video conferencing technology – multiple screens in every room, big cameras, great microphones, monitors, wireless. screen sharingand so on.

But do users know how to use it, or can they ditch the HDMI cable, and go old school?

Many companies have learned the hard way – who is benefiting from the big bucks if users don’t like to use advanced technology?

Advanced systems can easily become rigid. As a result, we’re seeing employees asking IT support teams to help start meetings, log into the app, and set up a window sharing tool. Designed to be simple, hassle-free, and stress-free when attending a meeting.

Complexity and luxury can also be seen in the way the rooms are designed.

Some companies have several meeting rooms, which are often designed and modified with different internal equipment and facilities. Therefore, this means saving and updating the profile of the machine, so that users do not book a room that does not meet their needs.

Some companies avoid this by defining standards. When all rooms are created the same way, it doesn’t matter which room the user ends up booking.

Ultimately, many find the technology too difficult and fail. Therefore, before starting to sell large office technologies, organizations should consider the user’s preferences. In many cases, many can be solved in simple ways, since users often only need to use simple, easy, and other things that they can think of on their own.

How to navigate the challenges of mixed-use jobs

Organizations are faced with many decisions and challenges that they must overcome in order to create hybrid services, to work.

One thing is for sure – you can’t have it all. You can’t have employee autonomy and freedom of choice when you have absolute control and deep insight into the decisions everyone is making.

For one company, strict systems and controls may be the way to go, and for another, it may make sense to give employees complete freedom. Overall, there is no definitive answer to what the ideal smart office or hybrid workplace looks like.

Caution is important

To begin, we recommend simply raising the level of awareness, so that everyone knows the decisions they are making, their consequences and their consequences.

To start thinking, before looking for answers, ask yourself these questions:

  • What are our values ​​as a company? And who prioritizes those things?
  • What problems are we trying to solve?
  • What do employees want? What does the labor movement look like today?
  • How can change affect culture, cooperation, and commitment?
  • What are the appropriate entry and exit options?
  • What are the consequences of our choices? What are we choosing not to do?

The answer lies in the balance or golden mean. The discussions of the modern office and mixed services should not be about the solution, but more about the problems, the pain we are solving, and prioritizing what you want to solve first – one step at a time – iterative.

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