We're currently seeing various approaches to office/remote/hybrid work, with some organizations calling for full-time RTO, others embracing fully remote models, and many figuring out a path somewhere in between.ย
โก ๐ ๐จ๐ซ ๐ฆ๐, ๐จ๐ง๐ ๐ญ๐ก๐ข๐ง๐ ๐๐ฅ๐ฐ๐๐ฒ๐ฌ ๐ฌ๐ญ๐๐ง๐๐ฌ ๐จ๐ฎ๐ญ: ๐ญ๐ก๐ ๐ง๐๐๐ ๐ญ๐จ ๐ข๐ง๐ญ๐๐ง๐ญ๐ข๐จ๐ง๐๐ฅ๐ฅ๐ฒ ๐๐๐ฌ๐ข๐ ๐ง ๐ ๐๐ฎ๐ฅ๐ญ๐ฎ๐ซ๐ ๐ญ๐ก๐๐ญ ๐๐ง๐๐๐ฅ๐๐ฌ ๐ฒ๐จ๐ฎ๐ซ ๐จ๐ซ๐ ๐๐ง๐ข๐ณ๐๐ญ๐ข๐จ๐ง ๐๐ง๐ ๐๐จ๐ง๐ง๐๐๐ญ๐ฌ ๐๐ฆ๐ฉ๐ฅ๐จ๐ฒ๐๐๐ฌ.ย
๐ A study conducted byย Gartnerย (2022- a little while ago but I think still useful) looks at the moments that forge the strongest cultural connections for hybrid and remote workers.ย
๐๐ก๐ ๐ซ๐๐ฌ๐ฎ๐ฅ๐ญ๐ฌ ๐๐ซ๐ ๐ข๐ง๐ญ๐๐ซ๐๐ฌ๐ญ๐ข๐ง๐ - ๐ข๐ง ๐จ๐ซ๐๐๐ซ ๐จ๐ ๐ซ๐๐ง๐ค๐ข๐ง๐ :
1. ๐๐๐๐ซ ๐ซ๐๐๐จ๐ ๐ง๐ข๐ญ๐ข๐จ๐ง (๐ญ๐ก๐ ๐ง๐ฎ๐ฆ๐๐๐ซ 1 ๐ฆ๐จ๐ฆ๐๐ง๐ญ)ย
2. ๐๐๐ซ๐๐จ๐ซ๐ฆ๐๐ง๐๐ ๐ซ๐๐ฏ๐ข๐๐ฐ๐ฌ
3. ๐๐๐ง๐๐ ๐๐ซ ๐ฌ๐ฎ๐ฉ๐ฉ๐จ๐ซ๐ญ ๐จ๐ง ๐ ๐๐ข๐๐๐ข๐๐ฎ๐ฅ๐ญ ๐๐ฑ๐ฉ๐๐ซ๐ข๐๐ง๐๐
4. ๐๐๐ฅ๐๐๐ซ๐๐ญ๐ข๐ง๐ ๐ฌ๐ฎ๐๐๐๐ฌ๐ฌ๐๐ฎ๐ฅ ๐ฐ๐จ๐ซ๐ค ๐จ๐ฎ๐ญ๐๐จ๐ฆ๐๐ฌ
5. ๐๐๐ฌ๐๐ซ๐ฏ๐ข๐ง๐ ๐ฌ๐๐ง๐ข๐จ๐ซ ๐ฅ๐๐๐๐๐ซ๐ฌ ๐ญ๐๐ฅ๐ค๐ข๐ง๐ ๐๐๐จ๐ฎ๐ญ ๐จ๐ซ๐ ๐๐ง๐ข๐ฌ๐๐ญ๐ข๐จ๐ง๐๐ฅ ๐ฉ๐ฎ๐ซ๐ฉ๐จ๐ฌ๐
What does this mean for those of us working on culture in remote/hybrid settings?ย
My reflections are:ย
๐ฏ We know that we canโt do everything, being able to invest and direct resources to moments that matter is important (taking the above with a grain of salt, a good place to start is to ask your employees what matters to them!)
๐คธโโ๏ธ Often underestimated in cultural initiatives, peer recognition and building a community where achievements are celebrated and support is available is crucial. Looking at this on a day-to-day basis and not just as a one-off is also key.ย
๐ฅ Itโs not just about having a purposeโobserving leaders talk about purpose in a very personal way is powerful within organisations. These narratives do not always come naturally, helping leaders to connect to their individual and company purposes- and then developing narratives through storytelling is crucial.
Hereโs the link to the full study:ย https://lnkd.in/eQ_UHtqU
โ What moments matter to you?ย
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