Hybrid can be healthy for organizations—when done right. To develop effective hybrid working models, organizations can apply lessons learned from highly distributed and remote-first companies. McKinsey People & Organizational Performance identified 6 priorities and actions that can help overcome the challenges of hybrid work and improve organizational health. Learn more in our blog post here: https://mck.co/4bEDkOG #OrganizationalHealth #Culture #EmployeeExperience #HybridWork
McKinsey & Company, The insights from McKinsey highlight how flexible work arrangements go beyond mere convenience—they shape a thriving organizational culture. Employees feel more engaged when they have the freedom to choose how and when they work, coupled with clear expectations. This isn't just about flexibility; it's about fostering purposeful presence and defining norms that drive innovation, motivation, and direction. As we adapt to hybrid models, these lessons underscore the importance of creating environments where every team member feels valued and empowered. It's a journey towards not just productivity, but also a fulfilling work experience that benefits both individuals and the organization as a whole.
Such an insightful thing to read !
There is undoubtedly tremendous promise and scope associated with hybrid work arrangements. By empowering employees with more flexibility and autonomy over when and where they work, organizations can foster a thriving culture. Further, hybrid work aligns with evolving employee preferences, allowing workers to balance professional commitments with personal needs. However, the model needs to be implemented in a very thoughtful manner for it to become a win-win, i.e. boosting morale and performance while giving the organization a competitive edge. The key is I believe nurturing a sense of shared purpose, even as we adapt to more distributed ways of working. By prioritizing human connection alongside logistics, leaders can unlock the full benefits of hybrid for both individuals and the company as a whole.
Great insights but hybrid works great for people whose homes are within the place of work or else it brings in no benefit to migrants (I'm one too). In India, barring 3 cities, rest are distorted when it comes to opportunities which adds to overcrowding in the prime cities with no regulation in real estate prices or control of traffic. Insights like these should be country specific for informed decision making.
I love how this data shows that as expectations get more and more clear, the positive perception of various aspects of the organization also increases. Of course this is not a fix all solution, but it goes to show that many aspects of employee engagement can be improved simply by providing very clear expectations!
Brian Rapp
1w
McKinsey & Company, The data and analysis are interesting and impactful. Thank you for sharing. However, this data's interpretation (narrative) is a bit too broad and confusing. There is a difference between “work purpose” and “work autonomy.” The narrative strongly emphasizes work autonomy, not work purpose. Integrating discussions around work purpose can further enhance the analysis. When employees understand and align with the broader mission and goals of the organization (work purpose), they are more likely to stay motivated and engaged. For example, ensuring that employees feel a strong sense of purpose in their roles while having the autonomy to manage their tasks and schedules (when, where, and how we work) can significantly enhance job satisfaction and productivity. Highlighting this balance could provide a more holistic and targeted approach for companies to develop hybrid work models that truly benefit the organization and its employees. Respectfully, Brian
Hybrid work varies in flexibility and supports a variety of different work schedules. Organizations that use a hybrid work model can offer a better work-life balance to their employees. This in turn drives productivity and employee engagement at work, and helps businesses operate more efficiently as a result.
LIPA
1w
This data reinforces a key principle: startups flourish with upfront expectations. Setting clear 'when, where, and how' for communication fosters a streamlined workflow within your team.
But the state of hybrid work and meetings are also greatly influenced by the workplace itself. The majority of workplaces don’t have the right infrastructure to support hybrid work, where everyone feels included. There’s a lot of work that needs to be done there!
Head of Science at Intelligent Growth Solutions (IGS)
1wHybrid working is extremely important, it’s just that the pandemic showed how much easier it becomes to focus and not spend hours travelling from work to home. Moreover, a dedicated employee will work anywhere, flexible working helps everyone. You need to trust your employees, some will definitely try to take advantage but you cannot paint everyone with the same brush. Flexible working shows that the organisation is run by modern thinkers and not those tied with 50s work culture. Remember we have millennials and GenZs as majority of the workforce, a generation that will change the norms.