A true compromise between telecommuting and work face-to-facethe hybrid work allows you to benefit from the advantages of both solutions through a stable model for companies. Following the health crisishybrid work has literally exploded and is today adopted at over 80% for executives and demanded by over 75% employees. This is a win-win situation that enables a company to reduce costs operating costs while improving quality of life and therefore their efficiency.
On the other hand, employees are more autonomoustake more than responsibilities and have a much better experience of their work.
However, despite massive adoption, hybrid working requires companies to meet a number of challenges through a whole new working model.
What are the advantages of hybrid working for the company and its employees?
Alternating between periods of work face-to-face and teleworkingit has been demonstrated that employees are more productive. Indeed, the improved quality of life at work brought by teleworking has become an essential component in an employee's ability to blossom in their work. The same applies to the quality of personal life, which is also improved, with happier employees who have more time for their work. flexibility in their schedules.
Hybrid working also means more responsibilities and autonomy for employees, a new dimension of work that allows them to manage his own schedule in exchange for flexibility.
For the companyThis type of operation allows you to obtain better overall productivity resultsThis is because employees who work remotely for a few days a week are more focused and less frequently interrupted in the course of their work, enabling them to optimize their time. Another advantage, the reduced operating costsparticularly for costs real estateThis is because the need for office space is greatly reduced. All this while enhancing your employees' work experience through a more varied work mode. Finally, opening up to hybrid working allows you to recruiting talent with particularly attractive terms and conditions. More interested profiles means more potential talent, and that's not limited to a single profile. geographical area restricted.
What are the challenges of hybrid work?
The introduction of hybrid working requires a number of factors to be taken into consideration.issues around employees managersbut also the business leaders who are essential to ensure that everyone adheres to the model.
These challenges include issues communication that require a continuous, high-quality flow of communication between employees whether they're teleworking or working face-to-face. Indeed, it's not always easy for managers to maintain good communication with their teams. This calls for a rethinking of the communication model, integrating remote work meetings thanks to communication and collaborative platforms that bring people together through different communication channels.
Other major challenges include managerial issues are at the heart of a company's organization. More than ever, the manager occupies a key position, since it is he or she who must ensure the commitment of all team members. A good manager is capable of having a direct impact on a company's performance, and now gives greater autonomy to his or her staff. A commitment to trust that must be maintained while cultivating a strong results-oriented culture that the manager must manage. Managers must therefore learn to work and act differently through a new corporate culture. The team leader asks for regular feedback to keep track of project progress, and must adapt to managing remote teams through training and management tools.
Finally, the challenges for management are to maintaining a strong corporate culture which tends to deteriorate if the company hasn't prepared well enough. When introducing hybrid working, it is essential to maintain a high level of employee commitment to the new working environment. corporate values. To achieve this, it is important to organize seminars every year and use collaboration tools that help maintain a certain attachment to the company and its employees.
Integrating hybrid working: best practices
To introduce hybrid working into your corporate organization, you first need to want to develop this new way of working and be convinced of its effectiveness. Then you need to integrate telecommuting gradually by means of various devices to perform the transition since the 100% face-to-face smoothly.
Adapting equipment and tools
The first thing to do when you want to develop remote working within your organization is to acquire the equipment adapted to this type of work. There are high-performance, easy-to-use tools available to help you integrate the way you work, without ever hindering your company's productivity. These tools must enable you to easy remote communicationto follow project developmentto share filesand much more. You also need to provide employees with a complete office suite with instant messaging applications to facilitate communication. Every employee using a hybrid work mode needs to be able to use applications videoconferencing, file-sharing solutions, corporate networks and task management tools and project so that a follow-up can be carried out.
Effective communication
To communicate remotely, you need more than just an e-mail address. Solutions for instant messaging and video help to maintain a high level of involvement and keep staff performance at the same level, whether they are working remotely or face-to-face. These measures also make it possible to fighting social isolation and thus promote workers' well-being.
Securing the working environment
Integrating telecommuting into a company's organization can be an effective source of risk for the data securityes when a security solution is not in place. In fact, a great deal of data will have to be put online to make it accessible to your employees. Some data may be sensitive and you need to make sure that only your employees have access to it. Even the smallest loophole can have disastrous effects if exploited by the wrong people.
How do you manage a hybrid team?
For the integration of hybrid working to go smoothly, your managers need to adapt their way of working. In this respect, it's important to start by focusing on employee confidence and not to establish control rules too strict. In addition to reflecting a good image in the eyes of employees, they will feel better considered, which has a highly beneficial effect on the quality of work.
It is also important for the manager to empower teams. Hybrid workers must be able to take responsibility for their own work. The manager is no longer a leader, but a partner which accompanies each individual to develop and flourish in their work. To achieve this, regular and constant communication on the part of the manager is essential to keep in touch with every member of the team. Teams are constantly mobilized, and the manager's involvement enables them to keep employees focusedeven from a distance.
Finally, to accentuate this collaborative effect, the manager must adapt an informal tone with teams to make simpler, faster exchanges and thus create a certain proximity with each team member. A new way of doing things that helps to socialize and compensate for the lack of contact due to teleworking. In addition, an informal tone reduces pressure at work and helps maintain a better atmosphere, while respecting the importance of hierarchy within the company.
SADC can help you develop your business. Call on our team to guide you through the start-up or growth of your company.
SADC Achigan-Montcalm: Who are we?
To help you manage your business efficiently and exploit its full potential, the SADC offers you :
- an array of management consulting
- solutions corporate financing
- and a support for collective projects.
How to find us
As a regional player, we serve companies belonging to one of the following communities from 10 municipalities of the Montcalm MRC as well as municipalities belonging to the L'Assomption RCM (municipalities of L'Assomption, L'Épiphanie and Saint-Sulpice). We also operate for municipalities in the Rivière du Nord RCMSainte-Sophie and Saint-Hippolyte.
In other words, we serve the municipalities of Saint-Hippolyte, Saint-Calixte, Sainte Sophie, Saint-Lin-Laurentides, Saint-Julienne, Saint-Esprit, Saint-Roch-Ouest, Saint-Roch-de-l'Achigan, Saint-Liguori, Saint-Alexis, Saint-Jacques, Sainte Marie-Salomé, L'Epiphanie, L'Assomption and Saint-Sulpice. However, the municipalities of Repentigny and Charlemagne are not eligible for our financial assistance. Our offices are located at 104, rue St-Jacques in Saint-Jacques.
We believed in their project and they put their trust in us.
Since our creation in 1992, we have supported a large number of entrepreneurs in their business transfer, start-up or growth objectives. These include :
Solnor EnvironnementSolnor Environnement is an expert consultant for contaminated land and geology. Solnor Environnement's core business is the management of projects with a geological component, the analysis and study of soil and water, their decontamination and the environmental analysis of sites.
Lait de poule inc. the maternity and nursing specialist in l'Assomption, offering clothing and textiles for pregnant women and textiles to facilitate breastfeeding.
Brasserie L'Apothicaire of St-Jacques de Montcalm, whose mission is to support an ecosystem of regional microbreweries, and to help and contribute to the emergence and development of local players offering products of excellence.
The integration company Job Access Buffet whose core mission is to provide a gateway to the job market in the catering sector.
While these players belong to a wide variety of economic sectors, the fact remains that our approach, which focuses on the local level and on serious, well-thought-out support tailored to their objectives, has contributed to these successes. success stories. Behind each of these entrepreneurs was a ambitious project, and we are proud to present their success..
SADC can help you develop your business. Call on our team to bring your entrepreneurial projects to fruition.
