Concerned about hybrid working? Our Bartleby columnist offers advice on how to get it right
Save time by listening to our audio articles as you multitaskExecutives have been keener to get people back into the office full-time, so that employees can bond with peers, absorb the corporate culture and appreciate the awesome power of laundry. But even sceptics have accepted that hybrid working will be part of the post-pandemic future: in his annual letter to shareholders this week, Jamie Dimon, the boss of JPMorgan Chase, said he thought that about 40% of the bank’s staff would be hybrid.
Clarity also maximises the benefits of work-from-home days. If office time is best spent in a whirlwind of collaborative brainstorming and socialising, home days are logically the time when solo and focused work should get done. That requires bosses to do what comes unnaturally to them, by resisting the temptation to interrupt at will.
By the same token, being explicit when a reply is needed on an email saves everyone scurrying around in a desperate bid to answer the boss first. Defining what kinds of work can be done asynchronously and what requires everyone to get together is a recipe for fewer, better meetings. Encouraging a set of do-not-disturb protocols makes it less likely that employees will be bothered unnecessarily.
Some of this will be deeply alarming to managers who worry about slippery slopes. First you give people space to focus at home, and soon enough you cannot contact anyone because they have changed their settings on Slack and are binge-watching “Bridgerton”.
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