Source: Lynda Gratton, Harvard Business Review, May-June, 2021
When designing flexible work arrangements, focus on individual human concerns, not just institutional ones.
Since the pandemic, companies have adopted the technologies of virtual work remarkably quickly—and employees are seeing the advantages of more flexibility in where and when they work. As leaders recognize what is possible, they are embracing a once-in-a-lifetime opportunity to reset work using a hybrid model.
To make this transition successfully, they’ll need to design hybrid work arrangements with individual human concerns in mind, not just institutional ones. That requires companies to approach the problem from four different perspectives: (1) jobs and tasks; (2) employee preferences; (3) projects and workflows; and (4) inclusion and fairness.
Leaders also need to conceptualize new work arrangements along two axes: place and time. Millions of workers around the world this year have made a sudden shift from being place-constrained (working in the office) to being place-unconstrained (working anywhere). Employees have also experienced a shift along the time axis, from working synchronously with others 9 to 5 to working asynchronously whenever they choose.
If leaders and managers can successfully make the transition to an anywhere, anytime model, the result will be work lives that are more purposeful and productive….