TRENDING
Employees need more than just a virtual meeting room to form ideas , retain information and raise their hand to ask for help from supervisors .
While working from home , they should be empowered to connect and collaborate before , during and after meetings in a way that is seamlessly integrated with their digital lives .
If the availability of staff is a concern from a scheduling perspective , employers should give employees control of their workday through presence indicators .
This offers the option to disconnect with the virtual time-outs they choose – all based around their unique personal and professional circumstances .
This should extend to the use of their personal laptops and mobiles to collaborate , learn and impart knowledge , given the ubiquity of these devices .
To properly set workers up for hybrid arrangements , employers should also be taking steps to support their wellbeing .
In a survey of Australian workers , 85 % indicated their wellbeing declined during remote work mandates and 37 % considered their employer their main source of mental health support . Organisational leaders need to encourage consistent feedback loops – backed by technology – where workers can make proactive contributions around their own productivity , health and wellbeing .
This could be as simple as working parents indicating their absence during the school run so they ’ re not sent meeting invites and switching back on when they return home to address tasks . This is a much more respectful way to let them set their personal boundaries while also ensuring productivity .
The use of ‘ bossware ’ and insistence on fixed office days are not the solution to productivity challenges .
In the era of work-life integration , companies should move the needle towards trust and support .
Not only will this translate to increased efficiency and morale , it will mean valuable staff don ’ t move to workplaces prepared to meet their needs . p
26 INTELLIGENTCIO APAC www . intelligentcio . com